# Prism Executive Recruitment


## Posts
### November 2025 UK job market report
“What’s the UK job market like?”
The November 2025 KPMG & REC UK REPORT ON JOBS has been published featuring survey results from mid/late October.
The full report is posted here 
Jon Holt, Chief Executive and Senior Partner of KPMG in the UK commented:
“ Economic uncertainty continues to weigh heavy on business, but further stabilisation in the jobs market last month indicates that a Budget that builds business confidence, could be a catalyst for renewed hiring….there just aren’t enough strong signals currently for bosses to commit to building their workforce on a more permanent basis”
Neil Carberry, REC Chief Executive, said:
“Today’s data reflects the more positive outlook we have been hearing from recruiters since the start of the autumn. But we have been here before….the huge surprise increase in payroll taxes …. shocked the market and we have seen the results of that, as businesses predicted then, in higher unemployment and redundancy.….  ”
Key UK job market findings are:
 	Fresh rise in temp billings, while perm placements fall at slower rate
 	Vacancies continue to fall sharply
 	Further substantial increase in supply of candidates
 	Pay pressures remain weak
 	ONS vacancy figures the lowest recorded in nearly four-and-a-half years
 	All bar one sector declined and the steepest reduction in vacancies were once again seen in the Retail and Hotel & Catering Categories 
 	Permanent staff appointments fell across all four English regions with the sharpest reduction seen in the North of England, with the slowest in London.
Appointments
Decline in permanent placements moderates again in October
 
 
 
 
 
As has been the case since October 2022, permanent staff appointments across the UK declined at the start of the final quarter of 2025. That said, the rate of reduction eased for the fourth straight month and, though marked, was the softest seen since July 2024.
Where lower placements were reported, recruiters frequently linked this to uncertainty around the economic outlook and upcoming government Budget, which often led employers to delay recruitment plans.
Greater staffing costs - most notably from higher National Insurance contributions (the so-called “tax on jobs”) - had also impacted hiring decisions, according to panellists.
Permanent staff appointments declined across all four monitored areas of England, with the North of England seeing the steepest rate of contraction.
Vacancies
Demand for staff continues to weaken
A further reduction in demand for staff. Overall vacancies have now fallen throughout the past two years.
Permanent & temporary vacancies
Data broken down by job type signalled further marked falls in demand for both permanent and temporary workers at the start of the fourth quarter. Permanent vacancies continued to fall at a steeper rate than that seen for temporary staff, despite the latter seeing the most pronounced contraction for six months.
Public & private sector vacancies
Recruiters indicated a broad-based reduction in staff demand across both the private and public sectors. The public sector recorded the quickest reduction in vacancies for both permanent and temporary workers. The softest decline in vacancies was meanwhile signalled for temporary workers in the private sector.
Vacancies by Sector
Demand for permanent workers increased across the Accounting/Financial and Engineering sectors in October but fell elsewhere. The steepest reductions in permanent vacancies were once again seen in the Retail and Hotel & Catering categories.
 
 
ONS Data
Office for National Statistics  Recent labour market figures from the Office for National Statistics (ONS) showed that total vacancies continued to fall in the three months to September. However, the drop of 9,000 was the smallest since the period up to February.
Even so, the ongoing decline in hiring demand brought vacancies down to 717,000 — the lowest level in almost four and a half years and nearly half what it was in Q2 2022.
 
 
Staff availability
Availability of workers continues to rise at robust pace
 
 
 
The seasonally adjusted Total Staff Availability Index stood at 65.0 in October, down slightly from 65.4 in September, yet still well above the neutral 50.0 mark, indicating a strong rise in the number of people looking for work. The figure also remained among the highest recorded since late 2020, when the pandemic led to a sharp surge in candidate supply.
Overall availability has now increased for 32 consecutive months, with notable growth in both permanent and temporary labour pools.
Recruiters were around four times more likely to report an increase in permanent candidate availability (41%) than a decline (10%), with the latest rise linked to redundancies and a slimmer pool of vacancies. Although the pace of growth eased for the second month running, it was still among the fastest seen since late 2020.
All English regions except London recorded a gentler increase in permanent candidate numbers.
Pay pressures
Starting salary inflation remains marginal in October
Pay for newly hired permanent staff in the UK continued to rise at the beginning of the final quarter. Although the pace of growth edged up slightly from September’s more than four-year low, it stayed modest and well beneath the long-run trend.
Many recruiters noted offering higher salaries to attract strong talent, though others reported pay holding steady or even slipping because of softer market conditions and tighter employer budgets.
Starting salaries increased in London and the Midlands but declined in both the North and South of England.
 
ONS Data
According to the latest data from the Office for National Statistics (ONS),   figures showed another year-on-year rise in average weekly pay during the three months to August. Growth reached 5%, a touch higher than the 4.8% recorded in the three months to July, and strong by historical standards.
The public sector played a major part in this pickup, with pay rising 5.8% compared with a year earlier. In the private sector, earnings growth also edged up, reaching 4.8% over the same period.
 
London job market
KPMG and REC also produce a London job market analysis.
Moderate yet continued drop in permanent hiring numbers
October saw another fall in permanent hires across London. The rate of decline was firm, though less sharp than in September. Recruiters who reported reductions generally pointed to a shortage of available roles.
 
All four English regions tracked experienced notable drops in permanent placements, but London registered the mildest downturn.
Job vacancies
Recruiters in London again reported a drop in permanent vacancies during October, continuing the trend seen since August 2024. The decline eased only marginally from September’s recent peak and remained significant.
 
Demand for temporary staff also weakened at the beginning of the final quarter. The fall in temp vacancies was steep, representing the fastest contraction in six months.
 
Both permanent and temporary vacancy numbers declined at a quicker pace than the corresponding UK-wide averages.
 
Redundancies fuel sharp rise in permanent staff supply
Once seasonal factors were accounted for, October’s Permanent Staff Availability Index showed a clear rise, indicating a strong increase in the number of permanent jobseekers in London. Redundancies were again the main reason cited for the uplift. Supply has now been growing for almost three years.
London was also the sole English region to record a faster rise in permanent candidate availability during October.
Starting salary inflation slowest for a year
October saw an uplift in starting pay for new permanent hires in the capital. Recruiters who reported increases linked them to senior appointments and the need for more specialist skills. Even so, the pace of salary growth slipped to its lowest point in a year and was generally modest, with some firms focusing on cost control.
Among the four regions assessed, only the Midlands also registered a rise in permanent starting salaries.
Regional comparison
Staff appointments
Permanent hires fell again across the UK in October. The decline was firm but the mildest since July 2024. All four English regions recorded lower permanent appointments at the start of the fourth quarter, with the North of England seeing the steepest drop and London the smallest.
UK recruitment firms reported a rise in temporary billings in October, the first increase since June 2024. However, growth was slight overall, supported by a strong upturn in the Midlands and a modest rise in the North of England. Temp billings continued to contract in London and the South, though at far gentler rates than before.
Candidate availability
The supply of candidates for permanent roles rose again across the UK in October. Although the pace of growth was the slowest in three months, it remained strong overall. All four English regions saw increases, with the South recording the fastest rise and the Midlands the most moderate.
October also showed a solid rise in the number of people available for temporary work, though the rate of expansion eased for the second consecutive month and was the weakest since July. The Midlands and London reported sharper growth in temp availability, while the North and South posted slower but still significant increases.
Pay pressures
The latest figures showed only a slight rise in starting pay at the UK level, with the pace of growth remaining well below the long-term norm. This was despite a small pick-up from September’s multi-year low. Among the four English regions, London and the Midlands noted gentler increases, while both the North and South recorded further declines in starting salaries.
Hourly pay for temporary workers edged down across the UK at the beginning of the fourth quarter, ending a year of continuous growth. As with permanent pay, the North and South of England saw reductions in temp rates during October, while wage inflation eased in both London and the Midlands.
 
 
The Prism Executive Recruitment perspective: management consultancy recruitment
The Decline in the Management Consulting Job Market
The job market in management consulting has declined significantly since the end of 2022. Indeed since mid-2023, the Big Four and other leading consultancies, including typically resilient strategy firms, have publicly announced redundancies. Numerous smaller firms have been quietly reducing their permanent teams or associates.
At present, few consulting employers have sufficient vacancies to absorb the large number of unemployed management consulting professionals.
In May 2024, headlines highlighted “PwC asks for silence from departing staff in programme of UK job cuts,” signalling another significant round of voluntary redundancies.
In June, it was reported that “Consultants to lose £3bn of UK government work under plan to halve advisory spend.”
By July 2024, the Financial Times noted, “UK consultant numbers shrink as companies cut back on external advice. Headcount fell 3% last year with firms axing jobs and moving staff as post-pandemic boom fades.”
In October, “Deloitte axes 250 UK employees in performance-related cull.” and in December “Deloitte accelerates UK layoffs with fresh redundancy round”.
EY meanwhile in December 2024 stated “Regrettably, proposals put forward in part of the UK consulting practice may result in a reduction of 150 roles”
Reasons for the Downturn:
 	Overly Optimistic Hiring and pay rises in 2022: Many firms hired extensively, dangling salary increases which have added to costs, expecting sustained growth that ultimately did not materialise.
 	Economic Slow Down since: The consultancy sector is highly responsive to economic shifts and even a mild downturn can prompt hiring freezes and lead to subsequent redundancies.
 	Cautious Expansion: Although many firms continue to perform reasonably well, ongoing uncertainty has made them hesitant to increase their headcount.
 	Sector Growth Slowing: in January 2025: a survey among the member-firms of the Management Consultancies Association reveals that many expect revenue expansion to be just 6.4% in the coming 12 months, the lowest rate since 2020.
 	With no sign of a turnaround: here from early May 2025 “PwC to slash 1,500 US jobs” while in March “PwC cuts record number of UK partners and halts tech apprenticeship scheme”.
Other indicators
In related news:
 	The latest NatWest UK Regional Growth Tracker published 11 November 2025 "showed improved performances in a number of areas of the UK as the country entered the final quarter of 2025. Firms continued to report employment pressures but the number of regions reporting upturns in hiring was at its highest level in almost 12 months. ”
 
 	The S&P Global UK Services Purchasing Managers’ Index (PMI) from November 2025 states: “Business activity expanded for the sixth consecutive month in October, with growth momentum strengthening considerably since September, helped by improved demand conditions. Survey respondents cited a gradual turnaround in new work and sales opportunities, despite elevated business uncertainty and delayed decision-making among clients.”
 
 	The S&P Global UK Manufacturing Purchasing Managers’ Index, also November, states: “UK manufacturing output expanded for the first time in a year during October, as companies depleted backlogs of work, increased stocks and, in some cases, were boosted by a restarting of production at JLR following a recent cyberattack.
 
 	The Lloyds Bank Business Barometer  from October 2025 states “At the start of the fourth quarter, firms reported a more optimistic outlook for both their own trading prospects and the broader economy. The improvement, especially in trading expectations, reversed much of September’s decline in the headline index.”
 
 	The BDO Business Trends from November 2025 states “The UK economy picked up in October as the Output Index rose to 97.49, up from 96.25 in September. This marks its largest monthly improvement since December 2024. Both the services and manufacturing sectors contributed to October’s rise, with easing cost pressures such as lower-than-expected inflation, which in turn increased domestic demand driving improvement in services output. ”
 
 	The IoD Directors’ Economic Confidence Index,  from 1 November echoes the widespread pre-budget gloom which was of course a feature of the latter part of 2024: “[Index] remained at historic low levels of -73 in October 2025, little changed from -74 in September, which was the lowest reading of the Index on record”
 
 	 In November  Reed’s job market review reported: “In October, 113,731 jobs were posted — a 2% month-on-month (MoM) increase — signalling steady growth in the job market but significantly below the 160,378 jobs posted in March 2024”
 
 	While the CIPD’s Autumn Labour Market Outlook states “The labour market in the UK is cooling. Recruitment pressures are easing on employers and wage growth across large swathes of the economy is falling.”
 
 	The Page Group, very much an economic bellwether in professional and executive hiring, issued a trading update in October 2025 “Group gross profit of £187.8m -6.7%* vs. 2024…. Resilient performance despite market uncertainty, variable results across the Group”
 
 	The REC’s Labour Market Tracker, which reviews job postings, updated in September, shows a level comparable with August 2024.
 	The most recent quarterly ManpowerGroup Employment Outlook Survey , on the state of the labour market globally at the start of Q4 2025 puts the UK firmly towards the bottom with regard to hiring expectations.
 
Methodology
The KPMG and REC UK Report on Jobs is compiled by S&P Global from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.
For more information on the job market, or to discuss your hiring or career plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Tackling Hiring Fraud: A Guide for Employers
Hiring fraud is an escalating issue within the UK, posing significant threats to businesses and the economy. As hiring processes become faster and more technologically advanced, the risks associated with fraud also increase.
Understanding Hiring Fraud
Hiring fraud involves deceptive practices during the recruitment process. It can be perpetrated by individuals seeking employment or by entities targeting job seekers.
The consequences include:
 	financial losses
 	reputational damage
 	legal liabilities.
This type of fraud can take many forms, from falsified CVs and fake qualifications to sophisticated scams involving fraudulent recruitment agencies.
This is particularly crucial in fields like management consultancy recruitment, where the impact of hiring fraud can be significant due to the high level of expertise required.
LinkedIn is a particularly helpful tool as it places information in public record. However it is not foolproof. LinkedIn profiles can be faked albeit a large number of connections (especially mutual connections) is almost impossible to fake. Any discrepancies between the CV and LinkedIn, or lack of a LinkedIn profile should be robustly investigated.
 
Poor spelling or poor grammar can also be a red flag. Clearly not conclusive but in the same way that many scam emails and other approaches have errors, sometimes deliberate.  any written information that has mistakes should be treated with caution, across the channels below.
Common Types of Hiring Fraud Targetting Employers
1. Fraudulent References
Description:
Reference fraud involves the use of fake references and 'Reference Houses' that provide falsified employment histories for a fee. These fraudulent references can be highly convincing, often supported by fabricated websites and contact details that appear legitimate.
Example:
A job seeker, rejected for multiple positions due to lack of experience, paid a 'Reference House' £500 for a crash course and fake references. After securing a job with these falsified credentials, the individual was coerced into committing fraud against their employer for the group that provided the fake references.
Prevention Tips:
 	Verify job references through independent sources such as previous employers or reputable databases including LinkedIn.
 	Where possible ask to speak to a reference. If not confirm through a call that the person providing the reference exists and is an employee of the company concerned.
 	Scrutinise references carefully: does the email address look official? Are there spelling errors or additional characters? Do the dates of the reference match the employment history on the CV? Does the referee’s job title suggest a position of responsibility?
2. Qualification Fraud
Description:
Qualification fraud involves the use of counterfeit degrees and exaggerated academic achievements to gain employment. This type of fraud can include buying fake certificates from unaccredited institutions or falsifying grades and qualifications.
Example:
A bogus doctor, Zholia Alemi, worked in the NHS for over 20 years using a forged medical degree. Her deception was only uncovered due to a minor spelling error in a forged document.
Prevention Tips:
 	Verify qualifications directly with the issuing institutions.
 	Use services like the Higher Education Degree Datacheck (HEDD) to confirm the legitimacy of degrees.
 	For an informal check is their qualification listed on LinkedIn and the same as their CV?
 
3. Fake Application Documents
Description:
This type of fraud involves using fake identity documents, professional registrations, and other paperwork to gain employment. Fraudsters may create counterfeit documents or alter existing ones to meet job requirements.
Example:
An individual used fake documents to secure a job as a night care assistant. The fraud was discovered during a payroll check that matched her details with a list of false identities.
Prevention Tips:
 	Outsource document verification to employment screening specialists.
 	Check the authenticity of professional registrations and identity documents with issuing bodies.
 
4. CV-Based Fraud
Description:
CV-based fraud includes false claims about employment history, qualifications, and other personal details on resumes. This type of fraud is often used to cover up gaps in employment, lack of experience, or criminal records.
Example:
A fraudster with a fabricated CV secured a senior NHS role by claiming false degrees and work experience. He was ordered to pay back nearly £100,000 after a ruling by the Supreme Court
Prevention Tips:
 	Verify employment and other details through third-party sources
 	Use services that specialise in educational and professional qualification verification.
 	Be wary of red flags in CVs, such as inconsistent dates and exaggerated job titles.
 	Check carefully for any discrepancies and inconsistencies between the CV and LinkedIn
5. Candidate use of Artificial Intelligence
Description:
Candidates use AI tools to craft CVs, application forms, and even interview responses. While not fraudulent per se, this can lead to unqualified individuals securing roles they are not equipped to handle.
Also, there is potential for the applicant to be AI generated in video interview.
Example:
A candidate used an AI app during a virtual interview, with her ‘phone to the side of the screen to generate real-time responses, which she then read out.
Prevention Tips:
 	Consider using AI detection systems to identify computer-generated text albeit these are rarely foolproof
 	Conduct competency-based and case study interviews to assess candidates' genuine skills.
 	Include at least one round of face-to-face interviews to reduce the risk of AI manipulation.
 	Follow best practices in AI usage to ensure fair treatment of all candidates
 
6. Dual Employment
Description:
Dual employment occurs when an employee holds two jobs simultaneously, often violating employment contracts. This can lead to conflicts of interest, reduced productivity, and potential data breaches.
Example:
An employee worked full-time for both a council and an NHS trust, claiming sick leave from one while working for the other. The fraud was uncovered through payroll matching.
Prevention Tips:
 	Update employment contracts to restrict dual employment. Be clear what is an acceptable “side hustle” and what isn’t.
 	Monitor employee performance for signs of divided attention.
 	Check websites including LinkedIn and other social media.
 
7. Immigration Fraud
Description:
This involves using false documents or overstaying visas to work illegally. It can include forged visas, fake birth certificates, and other fraudulent means to bypass immigration laws.
Example:
A supermarket chain was fined for employing students who exceeded their visa work hours. The fraud was discovered during an immigration enforcement raid.
Prevention Tips:
 	Implement robust right to work checks using Identity Document Validation Technology (IDVT).
 	Conduct in-person document verifications.
 	Retain records of right to work checks for at least two years after employment ends.
 
8. Fraud via Recruitment Agencies or other third-party staff suppliers
Description:
Typically involving contract and interim employment, this includes using non-compliant agencies and consultancies and worker impersonation. Agencies may fail to conduct proper checks, leading to unqualified or fraudulent hires. It can be linked to Modern Slavery
Example:
A recruitment agency director diverted funds and provided unqualified workers, resulting in financial and reputational damage to clients.
Prevention Tips:
 	Partner with accredited recruitment agencies and consultancies that follow compliance standards.
 	Verify candidate identities on-site and ensure they match agency and supplier records.
 	Require agencies and consultancies to issue ID badges, especially in regulated settings.
 
Best Practices for Preventing Hiring Fraud
1. Choose Reputable Recruiters and Screening Providers
Only work with recruitment agencies that are members of accredited bodies or otherwise clearly demonstrate high standards. Regularly audit agency practices to ensure compliance with legal and ethical standards.
2. Collaborate with Industry Groups
Engage with organisations like Cifas and the Better Hiring Institute for shared intelligence and best practices. Regularly participate in industry forums and working groups focused on fraud prevention.
3. Foster a Culture of Vigilance
Encourage employees to report suspicious activities and provide regular training on fraud detection. Ensure all staff involved in the hiring process are aware of potential hiring related scams, which can be very damaging to the employer.  Promote a workplace culture that values honesty and integrity.
4. Use Advanced Onboarding Technologies
Implement systems for IP address verification and AI-driven fraud detection to ensure the authenticity of candidate information during the onboarding process.
5. Verify Employment Histories
Use independent verification services to check employment  history. Maintain up-to-date records and conduct periodic reviews to identify any discrepancies.
6. Adopt Digital Right to Work Checks
Use Identity Document Validation Technology (IDVT) for faster and more accurate right to work checks. Ensure that your processes comply with the latest Home Office guidelines.
7. Monitor for Dual Employment
Conduct periodic checks to identify employees holding multiple jobs.
Conclusion
By implementing these practices, employers can significantly reduce the risk of hiring fraud. Continuous vigilance, use of LinkedIn, and collaboration with industry bodies are crucial to maintaining a safe and fair hiring environment. For more detailed guidance and support, employers should join the Better Hiring Institute and utilise their extensive resources and best practice toolkits.
Hiring fraud is a dynamic and evolving threat, and staying informed about the latest trends and prevention strategies is essential.
With thanks to Better Hiring Institute and Reed Screening 
 
Job seekers can also be the victims of fraud. We address this topic in our guide 'Job search scams: key tips for applicants to avoid recruitment fraud'.

### Good questions to ask at the end of a management consulting job interview
The classic interview question: “is there anything you’d like to ask us?”
For some management consulting job applicants, this is the bit they’ve been looking forward to. For many, however, it can be a moment of dread. Either because they don’t have any for whatever reason. Or because of concern their questions might somehow reflect badly on them.
It is as important to consider this section of the interview as it is the previous grilling that focuses on your experience and skills. Not least because it’s the last impression the interviewer will have of you! This is why it is crucial to have prepared questions to ask in a consulting interview.
Therefore make sure this is part of your overall interview preparation. Of course, you should have already undertaken your pre-interview preparation, and done everything necessary to make a great first impression.
Does it matter if the job interview is in person or over video?
It is still important whether your interview is in person or over video. On video it may be harder to put yourself across as you want through the rest of the interview, so these questions could allow you to be more engaging. As we have suggested, you could even have a ‘cheat sheet’ to help. You could add post-its of potential questions as prompts around the screen but try not to read directly from them. Questions should come across as naturally as possible, and not too rehearsed.
Having no consulting interview questions, while not a black mark, risks being thought a bit odd. It could be viewed negatively if you're applying for a management consulting job. The only exception is if it is clear the meeting has run out of time. If the hour is up it is certainly sensible to draw attention to the time before raising any queries because the interviewer may be hoping you don’t have any! It could be flattering to say “well everything has been extremely thorough so I think we’ve covered most of the ground”. However, if time allows then two or three questions are probably ideal.
Avoid falling back on the basic information of the consulting job spec
This is not a time to ask for information that you should have been able to find out by competent research. Or is on the consulting job spec, or which they may know has been covered by other interviewers. Also, pay/package/holidays/working from home/work-life balance are probably not on the agenda at this point. Neither is any question that might either sound negative or force the interviewer to give a negative answer. Although you will need to hear both good and bad news about a potential employer at some stage you want the last section of the interview to finish on a positive note!
Here are some questions to consider asking in your consulting job interview:
 
1. How will you measure the success of the person in this role?
This gets right to the heart of what you need to know about the role. What does it mean to do well?
The management consulting job description should outline this. However, the actual manager may have very different ideas about what’s most important in the role. Therefore, it’s useful to have a conversation about what the job is really about. For example, the job spec may list seven different responsibilities but your success in fact hinges on two of them.
 2. What does great performance look like in this consulting role?
Hopefully, you know what the job is and how you’re being measured or assessed (see previous question). This is a subtly different question that also shows you’re not the type to settle for “OK”.
3. What is the key to succeeding in this consulting role?
Yes, you might have been told targets or deliverables (see Question 1) but that’s really not the same as this great question. By asking specifically about this consulting job and what they see as a measure of success, you can show you are really thinking about their organisation and how it might be different.
4. What are some of the challenges you expect the person in this position to face?
This can provide information you never pick up in the job description. All management consulting jobs have challenges, so it will be interesting to hear the reply.  Although it is unlikely the interviewer will admit to messy politics or impossible budget constraints!
Nevertheless, it can create an opportunity for you to talk about how you’ve approached similar challenges in the past. This can be reassuring to your interviewer.
5. How can I make the most impact in the first 6 months?
As well as showing you’re keen to hit the ground running it also gives you a great steer. As a sub-question you can ask about what the first "100 days" might look like.
6. What are you hoping the successful candidate will accomplish in their first year?
This question can give you a sense of the learning curve to expect and the pace of the team and organisation. If you’re expected to have major achievements under your belt after only a few months, this might be fine if you’re coming in with a lot of experience, but it might be difficult otherwise. Alternatively, you may be relieved to learn that most of your first six months won’t simply concentrate on training.
This question can also draw out information about key projects that you wouldn’t otherwise have heard about.
7. Can you tell me more about the team I would be working in?
This might have been already covered but if not this will help you understand the way the company is structured, who you'll report to and the department the role sits within. These are the people you'll work most closely with. It is always worth trying to find out about the team dynamic and working methods.
This may also give you the opportunity to mention any experience or success you've had working in similar teams. Just to give the employer one final example of how well you'll fit in if you get the job.
 
8. How long would you expect someone to be in this management consulting job? What would be the potential next career steps?
You really need to know this too but be very careful that your phrasing doesn’t give the interviewer concerns about your tenure in the role they are looking to fill. They have a need for a job to be done and will be wary if they think someone is going to be angling for the next move too quickly. There is no definition of “too quick” but it is safe to assume that two years is the minimum that even the highest flier would be expected to be in post before getting itchy feet.
 
9. Could you tell me more about the company’s culture and values?
Care is required that you don’t look like you haven’t done your homework. Otherwise, this question is a good way of both impressing and using up a few minutes if you’re stumped for other questions! Why will this “impress”? Companies love to talk about their values and love to think they are hiring someone who cares. However conversely sometimes the interviewer hasn’t read the script which can be a bit awkward.  Which of course speaks volumes.
10. What type of people tend to thrive in the organisation?
Asking about what types of people tend to thrive (perhaps versus those who tend to struggle) can provide useful information. This can reveal what the manager really cares about in their employees and which traits he or she values. This can sometimes shed light on their management style.
11. What do you enjoy most about working for this company?
If you feel this is too direct, try “What do people in the team most enjoy about working for this company?”. Don’t ask the opposite. You don’t want to leave the interview on a negative or make the interviewer feel uncomfortable.
12. Do my qualifications/experience/this interview meet your expectations and what you were looking for?
There is a risk this will make your interviewer feel uncomfortable so may be one to avoid! Nevertheless, it gives an opportunity to address any concerns if you are worried about how some aspect of the interview went. Perhaps better than agonising about it on the journey home. However, it’s most important you make sure you have their agreement to do so. At this juncture the interviewer may not have the time or interest in revisiting a point they may feel has been covered.
Avoid putting them on the spot e.g. How did I do? Have I got the job? Give them room to dodge the question. Bear in mind that a positive response to the headline question simply means they feel they’ve covered everything. Not that you’re through to the next stage!
13. What are the next steps and what is your timescale?
It’s likely they have mentioned these, but if they haven’t then it's an essential piece of information. It also might give you some indication whether you are likely to feature in the process from here! It is important to tell them if you are approaching final stages with other consulting job applications.
 
We have more advice and help with your job search on our Candidate Services page including CV writing, and updating your LinkedIn profile. We also have a comprehensive guide to answering a range of interview questions you may encounter.
See our Vacancies page for a selection of our current vacancies
 

### Why you should tailor your CV to each job application
The question of whether to tailor your CV for each job application is one that sparks debate.
It might seem like tailoring your CV borders on deception or misrepresentation.  This is clearly wrong and also risks wasting everyone's time. However, customising your CV for specific management consulting job applications could be crucial. It doesn't have to take long at all but be careful of AI: it makes stuff up so always carefully review the end product!
Reasons to tailor your CV
Here’s why
1) Improved Interview Rates
Research by Jobscan, which analysed over one million job applications, indicated that tailored CVs saw a 300% improvement in interview rates. While correlation does not necessarily imply causation, it strongly suggests that tailoring your CV significantly increases your chances of securing an interview.
2) Relevance in Management Consultancy Recruitment
In management consultancy, job titles such as “Managing Consultant” can be vague and uninformative. Also tailoring your CV allows you to focus on specific projects and experiences that are most relevant to the job you are applying for, rather than including all assignments indiscriminately. This ensures that the most pertinent information is prominently displayed.
3) The Role of Applicant Tracking Systems (ATS)
Most employers and recruitment agencies employ Applicant Tracking Systems (ATS) to streamline the hiring process. These systems scan CVs for keywords, job titles, and relevant experience. If your CV doesn’t contain the necessary keywords or match the job titles specified in the job description or advertisement, it is likely to be filtered out before it even reaches a human reviewer. Tailoring your CV ensures that it passes through this automated screening stage.
4) The Seven-Second Rule
Even when a human recruiter reviews your CV, the first impression is critical and is often referred to as the “Seven-Second Rule." This means that your CV needs to capture their attention quickly and effectively. A tailored CV, which highlights your most relevant skills and experiences aligned with the job description, stands a much better chance of making a strong first impression.
5) Tailor your CV to Meet Employer Needs
Recruiters and hiring managers are looking to fill positions with candidates who best meet the job requirements. By tailoring your CV, you are making their job easier by clearly demonstrating how your skills and experience align with what they are seeking. This proactive approach is beneficial to both you and the employer.
6) Demonstrating Effort and Understanding
A tailored CV shows that you have taken the time to understand the specific requirements of the job and the company. This indicates to potential employers that you are genuinely interested in the position and have made a concerted effort to present yourself as a suitable candidate.
7) Leveraging Technology
Modern technology, including AI and other automated tools like Jobscan, has made tailoring CVs quicker and easier than ever before. If you find tailoring your CV to be too time-consuming, it might be a sign that you are applying to too many positions, some of which may not be a good fit for your skills and experience.
8) Staying Competitive
Recent studies suggest that an increasing number of job seekers are using AI to tailor their applications. By not doing so, you might be putting yourself at a significant disadvantage. Ensuring that your CV is customised can help you stay competitive in the job market.
However it is also your role to carefully review your CV and application to make the AI hasn’t made stuff up!
 
Honesty and Accuracy:
While tailoring your CV is crucial, it is equally important to ensure that it remains honest and accurate. The customised CV should reflect your true skills and experience. Any discrepancies between your CV and your LinkedIn profile or inconsistencies that arise during the interview process can waste everybody’s time including your own.
The Downsides of Tailoring Your CV
While tailoring your CV can significantly improve your chances of securing an interview, it’s important to consider the potential downsides. Here are some of the challenges and risks associated with tailoring your CV for each job application:
Time-Consuming Process
Customising your CV for each job application can be a time-consuming task. You need to carefully read through job descriptions, identify key requirements, and adjust your CV accordingly. This process can be particularly burdensome if you are applying for multiple positions simultaneously. It can however ensure you are not too "scatter gun"!
Risk of Inconsistencies
Frequent modifications to your CV increase the risk of inconsistencies. If you are not meticulous, you might end up with conflicting information across different versions of your CV. This can be problematic, especially if employers compare your CV with your LinkedIn profile or previous applications.
Potential for Misrepresentation
There is a fine line between tailoring your CV and misrepresenting your qualifications. In the effort to match the job description, there is a risk of overstating your skills or experiences. This is particularly true of AI which, let’s face it, knows nothing about your career and jobs!
Any discrepancies discovered during the interview process can damage your credibility and harm your chances of securing the job.
Difficulty in Tracking Versions
Keeping track of multiple versions of your CV can be challenging. You need to ensure that you are sending the correct version to each employer and that you can recall which version you sent/uploaded if called for an interview. Mismanagement of CV versions can lead to confusion and mistakes.
Quality of Applications
Tailoring your CV for numerous applications might detract from focusing on the quality roles you really want and are best suited to. You may end up applying to numerous jobs with less relevance to your skills and experience instead of concentrating on the positions that are truly a good fit.
Potential Negative Perception
In some cases, employers may view a highly tailored CV with suspicion, questioning whether the applicant is presenting their genuine self or simply trying to fit the job description. This can lead to doubts about your authenticity and reliability.
Overemphasis on Keywords
Focusing too much on tailoring your CV to include specific keywords for ATS may lead you to overlook the importance of presenting a cohesive and compelling narrative about your career. An overly keyword-driven CV might come across as robotic and lack the personal touch that makes a candidate stand out.
Conclusion
In summary, tailoring your CV for each job application is an effective strategy to enhance your chances of success.
It helps you navigate ATS, makes a strong first impression, improves interview rates, and shows employers that you are a serious and thoughtful candidate.
Just remember to maintain honesty and accuracy in your tailored CV to ensure it withstands scrutiny throughout the hiring process.

### Management Consultancy Employers: are your recruiters up to scratch?
There are many different reasons why employers might decide to use an external recruitment consultant to fill management consultancy jobs. They may also wish to engage with them in a variety of different ways - from simply a source of CVs to a full advisory role.
There are several important ways you can make sure you are working most effectively with your recruiter.
A good recruitment consultant, focussed in the area of consulting jobs,  will both provide a good service and a winning candidate but also earn their fee by adding value and expertise. This applies to a contingent or "agency" service and in addition, for a retained search, you should expect to get a Rolls Royce service and much greater certainty of a successful outcome.
Clearly a recruiter's top priority is to come up with great candidates but they should do more.
This is what you should expect from a good recruiter:
1. Same day return of calls and emails
Clearly sometimes this can’t happen for a good reason. However, if the recruiter isn’t responsive you need to wonder whether you are getting a good service. But you also need to ask yourself: is it them or is it me? If I seem to be low down on my supplier's priority list why might that be? Is my brief unrealistic? Are my fees too low?
2. Willingness to spend time taking your brief
In our experience it takes at least an hour, and often much longer, to thoroughly get under the skin of a management consultancy employer and the consulting jobs they are seeking to fill. Taking time to understand the requirements of a client is one of the signs of a good recruiter. If the recruiter gives you 10 minutes and has a quick look at some job specs (or alternatively you only give them 10 minutes!) how can they understand what you’re looking for and how to sell your company to candidates?
3. Probing questions and honesty
You should feel they are really delving into the role and not afraid to ask challenging questions. If there are aspects of the company, salary, job or the candidate spec that are a concern they should tactfully tell you. However, they should also definitely give you the impression they are enthusiastic and understand the attractions of the role and employer.
4. Attentive but not pushy
A recruitment consultant shouldn’t call you every day to chase a CV but a big part of their value to you is to help ensure an efficient and swift process and that good candidates don’t go elsewhere. To your competitors for example. They are doing their job if they ensure that this hiring doesn't disappear off the radar and they are doing you a service if they help make recruitment a priority alongside your competing client work, for example!
5. They should know the market
The consultancy job market and the ability to fill jobs in management consultancy is a valuable and rare skill set! If you are confident they demonstrate market knowledge then you can be confident they understand your company, the brief, what a good candidate looks like and where to find them. They will also be able to give you advice and pointers too.  This expertise will also help them be credible with candidates on your behalf.  These are the qualities of a good recruiter.
If you are a corporate client looking to recruit a management consultant your should ensure that the executive search firm you select has experience in this type of assignment. It is important that they are able to advise you how to identify and attract the best management consultancy candidates for this type of role. It is a complex market and requires a depth of specialist market knowledge and experience. Be aware that your usual recruiters will probably have no clue!
Indeed a recruiter is unlikely to admit any weakness in their knowledge, so if they are asking odd questions, or very few questions, that might be an indication that they don't really know what they're doing.  Otherwise, the proof might be a week or two later and an email blizzard of irrelevant CVs. Reviewing their LinkedIn profile may assist you to gauge their experience.
6. Professional manner
Apart from simply being more pleasant to work with, for executive and professional roles it is essential that a recruitment consultant represents you in a professional manner whether that be their spoken or written skills, their appearance or integrity. They are, after all, an extension of your company and employer brand.  If they are approaching candidates about your management consultancy jobs they will be much less likely to be successful if they don't command respect from job applicants
7. Good organisational skills
This may be obvious perhaps but often a recruiter is hired by their own employer for his/her sales ability and that’s not always strongly correlated with administrative and organisational capability. As you might realise when the candidate doesn’t turn up for an interview. You, therefore, should be alert to clues that may be suggestive of weakness here.
8. Intelligence: both emotional and brainpower
Clearly emotional intelligence is vital to enable a recruiter to do a good job assessing and influencing candidates on your behalf. However, don't forget the management consultancy job market is very complex and involves dealing with bright people which can present difficulties if your recruiter isn't credible with those candidates. Also, many recruitment related situations require the ability to understand and weigh up complicated factors and scenarios. If the recruiter doesn’t seem “on the ball” and to comprehend the subtler aspects of what you are discussing with them then they may struggle to deliver good candidates and to manage the process effectively.
9. Communication skills
A cliché of course, but a recruiter requires skills that are specific and relevant to the market they are working in. Different candidate pools require very different approaches. A subset of this is “sales”. In the management consultancy job market candidates are unlikely to be impressed by glib sales patter which might simply alienate your target candidates.  With limited sales skills however they will fail to persuade great talent what a wonderful opportunity you are offering. The right balance is essential.
10. Attention to detail
If a recruiter's emails have mistakes in, for example, how can you be sure they will get the time right when confirming the interview? Or get the salary and benefits right when presenting the CV to you? Or when relaying details of the job offer to the candidate? Also, poor emails are unlikely to come over to candidates as “professional” (see above). They may put off candidates from engaging with the recruiter in the first place.
11. Thorough candidate vetting
If the recruitment consultant is going to determine a candidate's suitability for your role a detailed discussion, almost certainly a Zoom/Teams video call, needs to take place. This is likely to be at least 40 minutes and often longer. Why not ask the recruiter what they will do to assess candidates?
12. Integrity
Unfortunately, this is not always a feature of people in the recruitment industry. Of course, you want to be dealing with someone of integrity but how do you know? Do you inadvertently collude in poor practice? For example, would you use a recruiter that sends you a CV without the candidate’s permission? Many employers do despite it now being clearly illegal (GDPR). If a recruiter does that what else might they be doing you are not aware of but which has an impact on your hiring or your firm's reputation? You should always make sure you're getting the most out of your recruiters.
For more information on recruitment consultants, how to choose them and how to work with them email Chris Sale, Managing Director, Prism Executive Recruitment csale@prismrec.co.uk or call him on 01344 636426

### Reviewing CVs: an employer's guide to Management Consulting Recruitment
 
If you’re working in a management consulting firm, the task of reviewing CVs and shortlisting candidates for management consulting jobs can be daunting, challenging and time-consuming.
Especially in the current market.
It can seem like many applicants in consultancy recruitment are working on a numbers game and we’ve seen alarming information on automated job application processes. The ‘benefits’ of AI doubtless.
 
Clearly the objective is to ensure that you identify and invite the most suitable candidates to interview, thereby increasing the chances of hiring the best talent.
While minimising the time spent on unsuitable applicants.
Here's a comprehensive guide on how to effectively review CVs and compile a shortlist of relevant candidates for your key management consultancy jobs.
 
 
Step 1: The Consultancy Job Description and Person Specification
Before you even start make sure that you have an agreed job description and a person specification and that these are clear on the proposed advertisement.
Before reviewing the CVs clearly define the essential and desirable criteria for the role.
 	Essential criteria are the non-negotiable qualifications and experience a management consultancy candidate must possess
 	Desirable criteria are those additional skills or experiences that would be beneficial but are not mandatory.
Key Actions:
 	Create a checklist: develop a checklist of the essential and desirable criteria.
 	Prioritise: rank these criteria based on their importance to the role and your consultancy firm.
Step 2: Decide on the number of interviewees and the recruitment process
Determine how many candidates you and the team can realistically interview. This will help you narrow down your shortlist. If you have twelve promising candidates but only have the capacity to interview six, you’ll need to further refine your list.
This could be done by revisiting the CVs OR it would be entirely valid to ask some, or all, candidates to undertake a short task, relevant to the consulting role. This could be, for example, as simple as sending them the job spec and asking them to give a short summary of their suitability for the role. This would readily test their (or ChatGPT’s!) written skills, attention to detail, understanding of the word “short” and of course highlighting their relevance.
Beyond this you need to determine your recruitment and interview process.
Don't forget to ensure you can easily send ALL applicants a polite "thanks but no thanks" email. This is essential for several reasons not least protecting and enhancing your "employer brand".
 
 
Step 3: Initial Screening Criteria for Reviewing CVs
With your checklist “in hand”, start the initial screening process. Your goal at this stage is to eliminate CVs that do not meet the essential criteria. This step significantly reduces the number of CVs you need to consider in detail.
Perform a quick scan of each CV to check for essential criteria.
Step 4: Look for Red Flags
Closely examine the CVs for any red flags. As well as the list of “essential criteria” there are other indicators that a candidate may not be suitable for the role. Common red flags include:
 	Unexplained employment gaps: significant periods without explanation can be concerning.
 	Many career moves: sadly the combination of the pandemic and the 2023-2025 slump in the consulting market means many applicants do not have the tenure in employers they may have hoped for. Also both employees and employers make mistakes. However while it is only fair to give applicants the benefit of the doubt there is a point where frequent job moves become a pattern which might give cause for concern.
 	 Career plateau: Candidates who have not advanced in their careers for an extended period may not possess the drive required for some consulting roles  and employers. This could indicate a lack of progression, motivation or ambition.
 	Overuse of buzzwords: Phrases like "results-driven" or "team player" without supporting evidence can be meaningless. Management consultants need to demonstrate their impact in measurable terms. Look for numbers, percentages, and other metrics that quantify success.
 	Evaluate clarity: Ensure the CV is easy to read and understand. These are, after all, key skills for a management consultant presenting at CxO level.
 	Check for errors: decide and agree a company policy on spelling, grammar, and punctuation mistakes. Reviewers may have different views, but consistency is key: as is applying that. If attention to detail is important, often the case in management consulting jobs, then mistakes are clearly a red flag
 	Assess conciseness: Look for candidates who can summarise their achievements effectively. Do long CVs show inability to summarise or a lack of emotional intelligence?
Step 5: Tailored vs. Template CVs
Can you determine whether the CV seems tailored specifically for your role or if it’s a generic template? A tailored CV indicates that the candidate has put effort into applying for your position, which can be a positive sign of their interest and dedication.
This could include:
 	reference to the job title and company
 	alignment with job description
 	specific mention of relevant skills
 	detailed job-specific achievements
 	customised personal statement or summary
 	relevant keywords and phrases
 	focussed career history
Clearly the CV should be honest and credible: any of the above points need to be reviewed in the context of the career and employer history! Too much tailoring can become misleading or fibbing.
In the latter context AI can be a helpful check to ensure the CV is presented well......but can make up information and misrepresent an applicant. Your firm needs to be clear on its policy here.
It can be very helpful if the candidate has made clear their relevance for the role. Many consulting careers have too many projects to list so focus on the relevant ones can assist both parties.
 
Step 6: Review LinkedIn
Whether it’s to make final decisions on candidates you’re wavering on or to “check” possible shortlist candidates you should always review LinkedIn and have an agreed company policy on this.
They don’t have to be especially active on LinkedIn, but in any client facing role LinkedIn is part of their professional branding. If it’s not professional and informative (and they haven’t considered the importance of this point!) then that’s a serious concern. Don’t forget your firm’s clients will definitely look.
Bear in mind they may have tailored the CV for this application (probably a positive sign) so you aren’t seeking an identical profile but are seeking plausible overlap on the Venn diagram!
Points to consider are:
 	do they have a LinkedIn profile? If not is that a Red Flag?
 	consistency between the CV and LinkedIn profile in job titles, companies, and dates of employment.
 	look for recommendations on LinkedIn that can corroborate the candidate's achievements and skills.
 	check for any discrepancies in educational background and certifications between the CV and LinkedIn profile.
 	review the candidate's summary or personal statement on LinkedIn for alignment with the CV.
 	assess the candidate's LinkedIn activity (posts, comments, shares) for additional insights into their professional interests and expertise as well as any controversial items
 	ensure the LinkedIn profile photo is fairly professional
Step 7:  Gut Feel
This might seem slightly counter to the logical process above: while it’s important to be objective, there is also value in trusting your instincts when reviewing CVs. If a candidate stands out as a potential fit based on an overall positive impression, consider keeping them on your shortlist.
Conversely, don’t hesitate to exclude candidates who seem to meet the technical criteria but don’t seem like a good cultural fit or for whatever reason don’t “feel right”.
Take care however to self-question unhelpful subconscious biases.
 
Conclusion
Reviewing CVs for a management consulting role requires a methodical and thorough approach, but inevitably the first sifting needs to be done at speed. By revisiting the job description, screening for essential criteria, looking out for red flags, and assessing communication skills and quantifiable achievements, you can effectively narrow down your list of candidates. Remember to trust your instincts and consider the cultural fit to ensure you invite the most promising candidates to interview. This structured approach will help you manage the process efficiently and increase your chances of hiring the best talent for your firm.
 
For more information on the job market, or to discuss your hiring plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk
 

### Prism Executive Recruitment: Management Consultancy Salary Review 2025
In Q2 2025 we undertook our annual review of UK Management Consultancy salaries. This was compiled using a variety of sources including our clients, candidates and other recruiters, as well as additional information, both private and published.
Our experience is that in 2022 and into 2023 candidate aspirations around a salary AND grade rise on moving jobs were bullish, especially at junior and mid-tier levels. A pay and grade increase were much more often mentioned as key requirements in the next role than formerly.
However since 2023 the candidate shortages have evaporated and 2023/2024 saw well publicised redundancies from all the major firms: strategy, advisory and M&A. While this was focussed on early career levels there has been some thinning out at more senior grades as well.
Significant downturn in the consultancy sector
Overall we are in a significant downturn: consultancy redundancies may have abated but salary/bonus/promotion freezes are widespread. Consultants out of work are therefore flexible while those in employment are keen to see an uplift in grade and/or salary in a job move to compensate for perceived risk.
Future staff turnover
The market has been here before and Prism’s experience is that employers should be looking hard at their workforce and the potential for significant staff turnover once the market turns. As it surely will!
Apart from salary the other main reasons for a move remain: career progression, better experience, new challenges, better culture/values and work/life balance.
The consultancy salary review shows there remains a confusingly broad range of salaries at any given grade with top packages typically mainly to be found in the “Big 4” and other brand name advisory and strategy firms.
The table below summarises our findings for the management consultancy salary review:
Grade
Base Salary Range
Average
Consultant
£45,000-£65,000
£55,000
Senior Consultant
£55,000-£80,000
£65,000
Managing Consultant/Manager
£70,000-£110,000
£80,000
Principal Consultant/Senior Manager
£90,000-£140,000
£105,000
Director
£120,000-£180,000
£140,000
(We don’t include large firm Partner and other equivalent Executive grades)
It should be mentioned that there was debate on the “average” figures: as a result some are slightly lower than last year.
Bonuses
Bonuses are on top of these numbers and usually dependent on a mix of personal objectives and those of the firm. At more senior levels such personal objectives are frequently weighted towards sales.
We have seen a marked decline in bonus awards: in theory they range from 0-15% at junior levels up to c30% at the most senior grades (occasionally more and sometimes “uncapped”). In practice, looking at 2024, these upper figures have been rare.
Employee benefits
Other employee benefits are not a simple topic: varying from the statutory minimum of employer pension contribution and little else to a generous package of 17% or more, some of which can be taken as a cash equivalent. Typically, but not always, the former is associated with smaller consulting firms and the latter with the larger well known international employers.  c12.5% is perhaps a useful average across the management consultancy sector.
 
Travel expenses
A ‘wildcard’ can be the travel expenses policy: if an employer is able to denote a given employee as ‘home based’ for the purpose of expenses then this can be worth a considerable amount to the employee depending upon their location. Apart from this there are few noticeable regional differences in remuneration.
Working from home
In 2020 there was a dramatic shift in employees’ expectations regarding working from home and for reduced mobility in consulting. However since 2024 the consultancy salary review highlights the employer “push back” has been well publicised and many now expect employees to be in the office (or client) three days per week: sometimes more.
We have seen small numbers of major firms’ Principals (Senior Managers) with base salaries of more than £140,000: these outliers have not been reflected above and sometimes relate to firms attempting to keep staff by paying them Director level salaries when they are not able to promote them. Conversely there are also some staff who have the title “Senior Manager” on £85,000 (even in large firms) but with limited sales expectations.
 
Definitions of consulting levels:
Consultant:
At this level management consultants will typically have 2-5 years of experience (below this may be one, or two, postgraduate “Analyst” grades).
Senior Consultant:
With at least 3 years’ post degree experience and perhaps up to 7 years, these are more experienced delivery consultants. They may have experience of leading small teams, often perhaps as a workstream in a larger project. They could have some exposure to business development (i.e. contributing to bids/proposals) however they are overwhelmingly a chargeable delivery resource with high utilisation.
Managing Consultant/Manager:
At this level consultants will have at least 5 or 6 years’ total experience and perhaps up to 12, almost certainly including several years in consulting. They will manage small to medium scale consulting engagements with typically 2-5 consulting staff and possibly also a similar number of client staff. Their focus is as a chargeable resource, with c70-85% utilisation. They may have some business development responsibilities, particularly “sell on” and related client management, but will not carry a target.
Principal Consultant/Senior Manager:
Consultants at this level will typically have a minimum of 9 or 10 years’ experience, usually with several years in consulting. They will be able to operate independently at a senior level with clients, including managing major engagements or multiple projects, and may have sales and business development targets. They might “own” relationships, although probably not the overall account.  Utilisation targets will range from 50%-75%, but on occasions higher and with reduced sales/revenue expectations.
Director:
These are very experienced and successful management consultants with at least 13 years’ experience, and often more than 20. These roles have all the attributes of a Principal Consultant and will almost always have formal sales or revenue targets, perhaps owning account relationships and probably with practice leadership responsibilities for a sector or service line – either “virtual” or with direct staff management. Utilisation is typically 30%-60%.
In smaller firms these might be the most senior consulting employees (apart from the owner(s) or the MD) and could be termed “Partner”. In mid-sized consultancies or the consulting arms of IT/outsourcing businesses they might report to the consulting leadership team/Partners or the Head of Consulting.
On occasion, often in larger firms, these were not sales/revenue roles but grades for Subject Matter Experts, frequently with the explicit understanding that further promotion, i.e. to Partner, was unlikely. They are however now rare.
In the Big 4 and major advisory firms the Partner grades are above this. Partners would own the larger accounts and have higher sales targets.
 
NB: we have not attempted to cover all variations of role terminology in this consultancy salary review. For example a Manager can be a Managing Consultant, or Principal Consultant. While the grade above that, of Senior Manager, can ALSO be called Managing Consultant or Principal Consultant. And the grade above that, Director, can also be called “Principal Consultant”!
 
 
 
The Management Consultancy Salary Review 2025 is also available as a pdf. You can also check out our Consultancy Recruitment Guide which covers many areas of employment as a consultant for both clients and candidates. 
 
If you would like to discuss any aspects of this complex topic, please contact Chris Sale, Managing Director, Prism Executive Recruitment on 01344 636 426 or chris.sale@prismrec.co.uk
For more information on our services please visit prismrecruitment.co.uk

### Job search scams: key tips for job seekers to avoid recruitment fraud
There are numerous articles on the topic of Job Search Fraud or Recruitment Fraud.
These scams,  using messaging platforms (including LinkedIn) or email approaches, often involve fraudsters posing as recruitment agencies or legitimate organisations, enticing victims with non-existent job offers.
These 'recruiters' promise flexible working hours, remote work, and attractive pay, often in cryptocurrency. Once the victim is hooked, the scammer tries to extract money, sometimes by asking for upfront payments for necessary training or equipment.
Additionally, this scam is used to collect personal data from individuals who think they are submitting identity documents and other information for vetting checks for a new position.
 
The good news!
 
MOST job advertisements (whether via job boards or on employers’ or recruiters’ websites) are genuine. MOST LinkedIn approaches are genuine, if often irritatingly wide of the mark. MOST LinkedIn people are “real”.
However while it probably won’t happen to you, one in five people targeted by fake jobs lose money. According to the charity JobsAware the average sum lost is £2,300 and job scam reports have risen massively in recent years.
The nature of job applications or even simply having a LinkedIn profile is that you are parting with personal information. This could be used by fraudsters and/or render you more susceptible to falling for a ruse, scam or identity theft.
Also the nature of remote working and online recruitment processes and the increased pressures on people (redundancy, cost of living) make it easier for job search fraudsters to pounce and cybersecurity threats (phishing, viruses etc) to become real.
Employment fraud is the fifth most common fraud in the UK and many scams can be very convincing. Fraudsters are posing as employers and recruiters on major sites including Indeed and LinkedIn.
 
Prism’s top tips:
Don’t be a hermit
Fear of job search fraud is not a reason to avoid applying for jobs! Also unless you have no need of a network or never want to move job it’s important to have a LinkedIn profile. Whatever your views on the platform it’s considered odd and potentially suspicious if you aren’t visible on LinkedIn with an up to date profile.
Don’t assume recruitment fraud won’t happen to you or only happens to dimwits
Fraudsters are doing nothing else all day than trying to extract money. They are very good at it. They have much more experience than you. Also they are increasingly targeting executive level and “professional” types as the returns can be greater.
Be careful what information you provide
On a CV or on LinkedIn avoid providing date of birth, passport/NI/driving licence numbers, full address/postcode, reference to marital status/children, physical or health detail.  They can be used for identity fraud or by someone to convince you they are genuine.
Sensible security
A decent password and 2FA for LinkedIn and other accounts.  Also up to date and reputable anti-virus software will help protect against many (but not all) phishing threats or inadvertent visits to fraudulent sites which might download malware.
Healthy scepticism
A degree of caution is prudent.
These are the things to look out for:
 	Is the job advertisement reasonably well written and error free? Are other communications? Fraudsters often include errors to weed out the less gullible. OR may be from other geographies without English as their first language.
 	If it’s not a “brand name” employer is there credible evidence the employer (or recruiter) exists e.g. a LinkedIn profile, real employees, a proper website? Note a “well known” employer is no guarantee either: Amazon and eBay have both warned potential applicants of job scams undertaken in their names.
 	Is there a name of a person (on the job advertisement or approach) and do they have a authentic LinkedIn profile with a credible number of contacts (and ideally some contacts in common)?  Note LinkedIn and other profiles can be fake albeit fakes rarely have many followers, contacts, or skills endorsements. Also profiles can be hacked if they have poor security. So even an apparently authentic approach or email from LinkedIn, Indeed, Glassdoor or an employer needs caution if it features warning signs.
Be cautious
 	Never respond to approaches from Gmail/Hotmail/Yahoo email addresses or where the email address suffix is not the same as the bona fide website.
 	Never respond to unsolicited messaging approaches especially WhatsApp or texts. See below re LinkedIn.
 	Never automatically accept LinkedIn connection requests or respond to InMails even if they seem to be from an “interesting” recruiter or employer. Check them out.
 	Received a LinkedIn message? Check the sender's profile and employer carefully. Take care with approaches from people in different countries. Don't send a CV "on spec": ensure there's a genuine role and employer you're applying to.
 	Have you been asked to telephone? Check for premium rate phone numbers.
 	Have you been ‘phoned? A reputable employer or recruiter is very unlikely to call without warning. If you get such a call, even if the person claims to be from an employer you’ve applied to, politely indicate that it’s inconvenient to speak and ask them to email or message you to propose some options for a specific time. Then check the authenticity of the message and individual. Never feel under pressure to continue speaking.
Other 'red flags' for recruitment fraud
 	If it seems too good to be true it probably is. A good rate/wage for a simple task? An offer after online chats or email exchanges? An offer after a phone call? An early request to send through verification checks especially copies of passport or driving licence? Urgency or pressure to make a decision? They need bank details? All potential warning signs and red flags.
 	The “smell” test. Something fishy? Not quite right? Give it a miss.
 	Invited to click on a link or open an attachment? Only when you are confident of the identity of the sender and the legitimacy of the link. Hover over the link with your cursor: is it the same? Perhaps consider going direct to the website in another browser.
 	NEVER PART WITH ANY MONEY at any stage whether pre-offer or post “employment”. Sometimes people are asked to purchase laptops, courses, travel, accommodation etc. Or they pay you up front “a sign on bonus” and ask you to repay part of it. Or they send you a cheque…which then bounces. No legitimate employer will do this and in the UK it’s illegal for recruitment agencies of any description/type to charge “registration” or similar fees.
Act on your instinct
If you have any suspicion that you (may) have been a victim of a job search scam it is vital you take action:
 	Stop all communication with the suspected fraudster
 	Report it to ActionFraud, JobsAware and the (legitimate) employer or job board
 	If you’ve parted with money or financial information advise your bank and credit card companies
 	Remove any software you may have downloaded as part of the recruitment process
 	Consider changing passwords
 
Like other aspects of the digital and online world, whether it’s about your finances, purchases or your social life:  there are always people keen to legally AND illegally help you part with your money.  Job search is no different.

### How to position "unemployed” when looking for a new job
Do I mention being unemployed?
For people in freelance careers this may be no big deal. But for anyone used to a full time permanent job it can feel pretty daunting.
I get many CVs of people who’ve “forgotten” to update “2021 to date” to “2021 to June 2025” (for example) or who mysteriously have the same lapse on their LinkedIn profile.
Let’s be honest: the reason is that they think they will be judged negatively because they’ve been “let go” or have resigned.
In the dim and distant past there might have been a feeling that employers use redundancies as a way of clearing out the poorer performers and “dead wood”. And that therefore it’s a bit shameful to go public with not being employed.
But in 2025 that really is not the case. When you get headlines like “Accenture to axe 19,000 jobs” can anyone seriously think that they had 19,000 deadbeats on the payroll? In the same vein leaving a job before you had another one lined up was thought decidedly suspicious but now is commonplace and rarely merits more than a  query.
The positives of being unemployed
No employers I know have shown any negative reaction to someone between jobs. Quite the reverse.
These applicants are often viewed more positively. Candidates who are unemployed:
 	Will be serious about their applications
 	They will be available for interviews
 	Won’t have annoyingly long notice periods
 	May not have “non-compete” clauses.
In fact the only negative for a potential employer might be other competing offers.
Albeit even that can be good news as it means that if a candidate takes THEIR offer, it’s because they think it’s the best fit with their job requirements and career ambitions.
So the good news is you should be up front and positive about your availability for a new challenge!
Interview tips
For someone with a permanent career path, an interview “between jobs” can be more stressful than usual. There is no reason to be defensive or concerned about being unemployed: you might be their ideal hire!
The overall message is keep it simple. Don’t “over explain” why you are out of work or make it a bigger deal than it needs to be. Remember the future employer is mainly seeking reassurance that you will be both successful and happy  to work for them, in this role. No more and no less.
The second key point is don’t lie (at some point you will be found out). However, you are allowed to put a positive take on things.
Context
 	Circumstances can be important so if you were one of several people made redundant then say so.
 	While you should avoid negative comment it’s fine to make clear any employer’s operational or financial difficulties that contributed to your departure, voluntary or otherwise.
 	If it was about you, and being “let go” actually means fired, then employers may be sympathetic to carefully positioned reasons. For example you were not achieving sales targets because you were recruited to open a new market: however the firm was reluctant to invest in building this business.
Your previous employer
Traditionally being negative about an employer reflected badly on the applicant. That is much less true now, but it can still be poorly received so take care. If there was a poor culture, which made you decide to leave, then you might say so BUT back it up with evidence e.g. high attrition, previous incumbents having left, poor Glassdoor reviews etc.
Citing “work life balance” also used to be a no-go area, especially for management consultants, but is much more acceptable now. Again be careful with context and be explicit and clear about the problem. If you were working very long hours, or weekends, or M-F away from home, and that was the reason for leaving, then say so. Any employer who wants you to do the same won’t hire you. A lucky escape!
If the role, structure, sponsor, strategy or other aspects changed these are frequent and entirely plausible reasons for either a forced or voluntary move so don’t be afraid to say so.
Similarly if the role was part of a major programme which came to an end.
Looking forward
Think carefully about what attracts you to the employer and the role you are interviewing for. How does it fit with your goals and career plan? Make sure the interviewer is aware of this. No employer will want to think you are interested only because you are unemployed.
Finally make sure the employer is aware of the upsides. What did you gain from the experience? The reflections and learning points? What might you do differently next time? This is especially important if you are unemployed because you were dismissed (see 'Context' above).
 
What do I do about a gap in my employment?
You may be concerned about a gap for many reasons, including worry about how it might be viewed.
A period between one job and another is entirely normal.
In terms of CV, LinkedIn and interviews:
 	explaining 0-3 months since leaving your last employer doesn’t require a moment’s thought;
 	3-6 months unemployed may require a bit of “filler” (see below);
 	6-12 months requires a clearer narrative and explanation;
 	12 months or more ideally should be framed (if possible) as at least partly voluntary, reflecting a conscious choice (see below).
As stressed earlier I am not suggesting dishonesty.  But like many aspects of your professional life you need to be able to present matters in a positive manner. A “cup half full rather than half empty”.
While it’s never too late you should ideally give the possibility of an extended gap some thought soon after leaving your last employer. Using the logic “hope for the best but prepare for the worst”.
Other key points:
 	You don’t have to be specific on the CV or LinkedIn regarding the month when you left your last employer. It is entirely fine for a CV to read “2019 to 2025” rather than for example January 2019 to February 2025”. This is true of LinkedIn too. Ensure they are consistent too. Of course when asked at interview you should be clear and transparent about dates i.e. the date you contractually finished employment: vagueness or inaccuracy will not go down well and will be picked up at reference checking.
 	Don’t however leave an obvious or long gap without any explanation. If your last role finished the previous year and/or over 12 months ago what you have been doing in the time since needs some clarification.
 	Consider how to fill any gap in a manner that reflects well at interview. Unless you have spent months in a dark room applying for jobs this may be easier than you expect. Depending upon the length of time this might include: interim & freelance work; courses; travel; spending time with the family; home improvement projects; a sabbatical or career break; volunteering or charity work; pursuing a passion/hobby/interest; a period reflecting on next career steps.
 	While it might seem unfair, best avoided is detail about family, health or financial traumas. Apart from the obvious headline of “too much information” the main reason is the potential employer’s worry that these might reappear in future and affect your ability to do the job,  or might mean you leave.
In summary
Although being “between jobs” (use your own preferred euphemism for unemployment) can be an uncertain and stressful time for some people for many it can be a great opportunity. It certainly need not affect your prospects of getting a great job.
For more information on how Prism Executive Recruitment could help you with your candidate hunt or job search you can contact Chris Sale (Managing Director) via Contact Us on 01344 636426 or chris.sale@prismrec.co.uk
 

### AI in Recruitment: a Game-Changer for Management Consultancy Firms?
In today's fast-paced business landscape, the management consulting sector is in a constant race to attract top-tier talent. With the pressure to deliver immediate value for clients, employers are always seeking more efficient ways to identify and secure the best consultants.
Enter AI, the new frontier in recruitment, poised to revolutionise the way we hire.
But is AI all it's cracked up to be, or is it just another overhyped trend? Let’s explore how management consultancy employers can practically apply AI in recruitment to save time, enhance candidate experience, and make more informed hiring decisions.
The Reality Behind AI Hype
There’s no shortage of buzz surrounding AI in recruitment. Every week, new tools claim to revolutionise the hiring process. However, not all of these features are truly AI. For example, many established software solutions rely on traditional methods like keyword matching and Boolean logic—hardly cutting-edge technology. The real risk here is getting swept up in AI excitement, only to make poor decisions or, conversely, become paralysed by indecision.
That said, AI, when used effectively, can offer tangible benefits to recruitment processes. It doesn’t need to be the latest innovation to make a real difference in your firm’s hiring strategy. The key is focusing on a few simple yet powerful applications that can streamline your recruitment efforts today.
Key Considerations for Implementing AI in Recruitment
Before you dive into AI-driven recruitment, it’s important to weigh several factors:
1. Cost and Time
Technology tools can save time, but they also require investment—both in terms of money and employee hours.
2. Effectiveness
Whether your solution is affordable or expensive, its ultimate value comes down to whether it delivers quality hires.
3. Candidate Experience
Every interaction, whether with successful or unsuccessful candidates, should leave a positive impression. A smooth process reflects well on your brand and turns candidates—even those you don’t hire—into ambassadors for your firm.
Getting Started: Small Firms vs. Large Firms
If your consultancy is on the smaller side, hiring fewer than five people per year, you won’t need extensive AI integration. A combination of email, spreadsheets, and perhaps a basic recruitment tool will suffice.
However, larger firms managing multiple vacancies or networks of freelancers may benefit significantly from using an Applicant Tracking System (ATS) with AI features.
For smaller firms, tools like Teamtailor and BreezyHR offer straightforward options with some AI integration. Larger firms might consider more robust solutions like Greenhouse or Transformify, which include advanced candidate matching and filtering.
Harnessing AI Tools for Recruitment
Assuming you’re familiar with the basics of AI, including good quality “prompts”, tools like ChatGPT can provide real value when it comes to the preparation stages of recruitment. Here are just a few of the ways AI can be utilised to save time and improve outcomes:
 	Writing Job Descriptions: it can quickly generate compelling job descriptions tailored to your needs.
 	Candidate Specifications: it  can assist in formulating clear candidate specifications and criteria for selection.
 	The Recruitment Process: From job advertisements to suggesting interview structures, AI can streamline many of the time-consuming aspects of recruitment preparation.
Streamlining Candidate Selection and Interviews
Many modern job boards, including LinkedIn, claim AI-powered candidate screening features. While these are often simple keyword matches, some AI solutions can analyse candidate profiles in greater depth, making more sophisticated selections based on multiple data points.
Sites such as Juicebox and hackajob  offer advanced AI-driven recruitment options, and video application systems like Hireflix streamline the interview process.
AI can also help by:
 	 Analysing CVs and associated LinkedIn Profiles: detect discrepancies or misalignments with your candidate specifications.
 	Generating Interview Questions: formulate general and candidate-specific interview questions.
 	Interview Scheduling and Transcription: schedule interviews, transcribe them, check against the job description and circulate to colleagues.
For more detail on devising an effective interview process see Prism’s guide.
Concerns and Limitations of AI in Recruitment
AI is far from foolproof. Always keep in mind the picture of a “bright intern”. You would ALWAYS check their work before sharing it with other people, whether internal or external and you would ALWAYS make your own decisions on candidates.
AI can be biased itself or can reinforce your own biases. Or make mistakes which you don’t pick up on. That said it can also be a useful tool for challenging your own or others’ preconceptions and can analyse applicants to help the business mitigate such problems.
Many recent posts and blogs have highlighted the pitfalls of using AI to evaluate candidates' suitability, pointing out real-life examples of limited consensus between various AI platforms' selections, or between these platforms and an a human reviewer.
Loss of Human Touch
While AI can therefore help you avoid making mistakes with “gut feel”, which might be unconscious bias, it can also stop you hiring candidates who are a 10/10 culture and personal fit but perhaps a 7/10 experience fit. These might be great hires for your business! Or perhaps the (AI graded) weaker “experience” fit overlooks some aspect of experience or personality that is very important.
Also while AI can speed up and can sometimes otherwise enhance the candidate experience many applicants are cynical about most aspects of the recruitment process, especially those involving technology.  This is increasing true of AI, which is seen as impersonal, keeping “real humans” at arms length and potentially making flawed decisions.
AI and Candidate Privacy
There can be GDPR and Privacy considerations with the use of applicant information. This is a very complex issue as a glance at the Information Commissioner’s Office (ICO) website will tell you. Here is a helpful Government Guide at 49 pages…. Responsible AI in Recruitment
As a priority a key point is to ensure that ChatGPT or other models don’t retain data. This is complex and evolving so we’d recommend Googling for advice and ensuring the page you visit has a recent posting date. Cynically the current version of ChatGPT has a tab “improve the model for everyone” left "yes" by default: which is how you turn it off!
You should also anonymise all sensitive data that you share with any external AI.
You may wish to consider making public and prominent (for example on your recruitment page or on advertisements) your commitment to candidate privacy.
Finally the business should consider, discuss and agree an approach and policy on how Candidates may use AI in their application. This topic is the subject of another Prism guide.
 
Actionable Takeaways for Management Consultancy Firms
1. Start Small, Scale Smart
Don’t rush into large-scale AI integration. Begin by automating smaller tasks and expanding as you become more comfortable with the tools.
2. Balance Automation with Human Interaction
Use AI to handle time-consuming administrative tasks, but keep the candidate experience personal.
3. Stay Updated
AI is constantly evolving. Keep informed on the latest tools and updates to stay competitive but don’t panic. You don’t need to be “cutting edge”!
4. Ensure Compliance
Be proactive about privacy regulations and make sure your AI tools comply with GDPR guidelines.
 
As mentioned there is a bewildering amount of information available: a good starting place for more depth but still manageable information is the job board Indeed: example articles here and here.
 
The Future of AI in Recruitment
AI is not just a passing fad; it’s here to stay. As technology advances, we can expect AI to become even more integrated into recruitment processes, offering deeper insights and more personalised experiences. However, AI is only as good as the human oversight behind it.
Management consultancy employers that find the right balance between AI-driven efficiency and personal engagement will position themselves to attract top talent and thrive in an increasingly competitive market.
 
For more information on the job market, or to discuss your hiring or career plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk 
With thanks to Caroline Boston of New Minds Resourcing for her kind input.

### A career strategy and marketing plan are key in a management consulting job search
A survey by Prism indicated that at any one time nearly 90% of management consultants are either actively or passively job hunting i.e. receptive to an approach. Prism’s experience is that this remains true in both high-growth and recessionary markets. This figure is borne out by LinkedIn research. Candidates who have a clear career strategy and marketing plan are often able to set themselves apart when approaching new clients.
There is a wealth of information on how to get a job including pre-interview preparation, CV preparation, job applications, and interview technique. However, it is the planning before that is often overlooked.
It is understandably easy to be reactive about a job you see advertised or are approached about (Great salary!  Great company! Great role!). For the best career strategy, you need to think both longer-term and tactically. A structured job search but with planning beforehand.
Whether you are receptive to a speculative approach, or ready to embark on an active job hunt, there are two important initial steps that will greatly improve your success:
 	Consider your career strategy and job search goals
 	Develop a marketing plan to sell yourself to potential employers
Your job search and career strategy
Where do you want to be in 5, 10, 15 years’ time?
This matters regardless of whether you are a passive or active job seeker.
This is "the life, the universe and everything” question. Start with a blank sheet of paper! It brings in your personal circumstances especially aspects like location, work/life balance, family as well as more obvious career stuff. A realistic end goal (even if the goal is high level and could take your career in different directions) is essential as every other decision should be linked to that.
In our busy lives and jobs, it is difficult to find time to consider the bigger picture. Also, in these changeable times with reducing job security, it is easy to query or even dismiss the value of thinking long-term.
But, career  strategy and planning is essential and helps protect you from ill-considered job moves that risk undermining your real potential.
Why do you want a job move?
Regardless of whether you are a passive job seeker or out of work and very actively job hunting, it is important to be clear about what you are trying to achieve from a job move. This is crucial to your career strategy.
It is tempting to look for a change if you feel you are in a rut without really examining your objectives. Are you seeking more money for example? Career advancement? Better work-life balance? Different experience? It may be a combination of several different factors. It is helpful to weigh up the relative importance of these reasons in advance.
It's axiomatic that the best time for a job move is when things are going well. You can judge opportunities on their merits, not because there’s a push factor.  The worst time is when you hate your job/employer or are out of work. It is much more difficult to be objective and many roles can look great because you don't want to believe they are not. "The grass on the other side of the fence."
But it is still essential to keep in mind what an ideal role looks like.
My advice is always “if you were currently perfectly happy in a job, how would this role and company sound?”. Clearly, you may have to be pragmatic if you need a job, but it’s a useful reality check.
What aspects of a new job are important to you?
This will flow from the above two points. For example, an increase in salary may be your top priority. However, many other aspects are equally or more important. The size and type of organisation, culture with the firm, the sector, clients, type of work, career progression potential, etc., all of which are relevant.
Being able to articulate to executive recruitment consultants and to potential employers what you want to achieve from your next job move will help you to answer typical interview questions such as:
 	Why are you interested in this role?
 	What do you want from your next job move?
 	Why are you interested in working for XYZ Ltd?
 	Where do you see yourself in 5 years' time?
How flexible are you?
There is likely to be a requirement for some element of compromise with every job. However, it is helpful to have a clear idea of what you are prepared to be flexible on and to what extent. There may be some factors, for example location or time spent away from home, which are non-negotiable and it is important to identify these from the outset.
The advantages of pre-application assessment of your goals are clear:
 	Your skillset and career will be enhanced by each job on your CV
 	You will save time by focusing only on jobs that meet your career strategy objectives
 	You will perform better at interview
 	The temptation to take the first (perhaps sub-optimal) job you are offered will be reduced
 	As part of a structured plan, you’ll avoid the disastrous temptation of the counteroffer on your resignation
As part of reviewing your goals, you may decide to contact a trusted recruiter to talk through your aspirations and discuss what is possible with your skillset and experience in the current market. A good recruiter may be able to provide advice on salary expectations, skills required, timescale and can suggest other routes to explore for your search.
Preparing a personal marketing plan and career strategy
People can be very thorough, informed and logical when researching and developing a market for their employer but less so with a rather more important product: themselves.
Many are employed in a bit of a niche. That can be a good thing because you can leverage (i.e. be paid more for/operate in a more senior role) your expertise. It particularly applies to management consultants who of course earn money for their employer because of this depth of knowledge.
However, it could mean the core market for these skills is within perhaps no more than a couple of dozen potential employers. In some cases, the primary potential targets may be a handful of firms.
So a good general sense of the things that are important to you in your role and career isn’t enough. You can't just wait for management consulting jobs to turn up. You now need to evaluate specific targets.
Identify and approach potential employers
This will involve using your great market knowledge to consider all angles depending on your overall aims  including:
 	competitors
 	suppliers to your current employer
 	buyers of services from your current employer
This will enable you to draw up a list of target potential employers.
For each target fully research and decide the best way in. If you have contacts with the firm, then that’s perfect. Possibly as sources of intelligence but ideally as influencers and people who will recommend you.
Alternatively, do you know people who used to work for the firm or otherwise appear well-connected with the employer?
Other options are speculative approaches to someone you might identify as a relevant decision-maker:
 	Use LinkedIn and see if you can find points in common or otherwise an angle rather than just “got a job?”. There is a wealth of information about leveraging LinkedIn contacts for best effect but at the very least ensure you keep a close eye on "persons of interest's" posts and activity.
 	You can consider in-house recruiters.  But be aware that they may be inundated with applicants and may be tactical. For example, they may only match you against active internal job specs.
Job applications
Of course, you should also consider an application to relevant live jobs. This could be via the company website, LinkedIn, Glassdoor and other job boards.
Networking
Develop and review your network of contacts to enable you to hear of opportunities. Use LinkedIn to the full. Attend industry events or relevant networking events to expand your professional circle. Our survey suggested 77% of respondents viewed their own network as the most successful route for job searching.
 
As well as obvious "strong" contacts consider other  people in your extended network. This seminal report of Dr Mark Granovetter , the "Strength of Weak Ties "is as relevant today as it was when published!
Recruitment and Search firms
Last but not least, consider management consultancy recruitment agencies and search firms. On the plus side, a good recruiter will know their client inside out and be very well-positioned to help lubricate the process and coach you. They may indeed be highly valued by a decision-maker in the employer and viewed as a source of good talent and good screening.
On the flip side, they charge your potential employer a fee. This means that they are generally used by an employer seeking something specific or who needs a round peg for a round hole. So not so good if you are looking for a career change or some other sideways move.
Also be careful to gauge the nature of their relationship with a stated employer and whether there is a specific vacancy before giving your agreement to representing you. It is not unknown for agencies to overstate this, which may blow your chances if the employer is frightened by the thought of a big bill. Be wary of phrases like “I’ll check with my client”. This often means they’ll send your CV so be crystal clear with the recruiter whether you do or do not want them to send a CV. If in doubt at all confirm in writing/email either way.
If there are only, for example, six employers on your “primary list” having one blocked by a disingenuous recruitment agency is a disaster so be cautious.
Making your perfect career strategy
Making the job search strategy structured by analysing your goals and formulating a marketing plan in this fashion doesn’t mean being blind to other great options. However, it will optimise your job search. It will also allow you to consider how a specific job would add value to your CV, career and skillset.
By reviewing available jobs (both with the organisations you have identified and more generally) to see how closely they meet your search criteria will help ensure your next role is the best you can get in the market and with the employer best suited to your skills, experience and career goals.
Once you have examined your motives for a job move and have a clear idea of what is important in your next role, you can be in full control of your job search going forward.
Only when you are clear about what roles you are seeking can you begin to update your CV and LinkedIn profile and apply for jobs in earnest
A note of caution: ideally the "approaches" phase of the marketing plan would be done in a market where people are receptive and not distracted e.g. not in August or December.
Looking for more information about career strategy?
We have information and guides  website to help with your job search including:
Preparing your CV
Optimising your LinkedIn profile
Interview Preparation
Best Answers to Interview Questions

### Consultancy Recruitment: How to attract the best management consulting talent
 
You are a small but growing management consultancy firm.  You have confidence in your business's strategy and your ability to win work. The challenge is - what is the best way of attracting management consultancy talent?
As a boutique consultancy firm you may feel you lack the strong branding and reputation of a larger consultancy firm, particularly the Big 4. However being a smaller consultancy firm has many advantages and it’s important to recognise and utilise these.
1.    Ensure you have a clear proposition and brand identity
This is an essential consideration because a strong employer brand is more important than ever, to millennials in particular. Employer branding is as vital as your client marketing to attract and retain a talented and diverse workforce.
 	Is it clear to potential hires what kind of good quality clients you are likely to attract?
 	Do you have a clear unique selling point for prospective clients?
 	What kind of management consultant would you like to attract?
 	Are your company values clear?
 	Does your list of core values (perhaps shared on your website) reflect your company’s working practices?
Building a cohesive brand that earns you a reputation in the management consultancy industry is important.  Be clear about what it is about your company that is potentially attractive to a strong candidate. Consider allowing a carefully chosen executive search firm that specialises in management consultancy recruitment to act as your brand ambassador.
2.    Career Development 
As our  Job Search Survey indicates, consultants in the early stage of their careers are most likely to be attracted by good career prospects when looking for a new role.  Over 35% of management consultants we asked, with 5-10 years’ experience, cited limited career prospects as a reason for leaving their previous role.  An equally large percentage mentioned seeking a new challenge.
A message to take from this is that if you aim to attract fast track, entrepreneurial management consultants early in their careers, have in place a clear career trajectory.  Indicate at the outset how and when a successful, high-calibre consultant may be likely to gain promotion and ultimately progress to the top ranks i.e. Partner or equivalent.  As a smaller management consultancy, your consultants may have more variety in their client work and avoid having to specialise.  This is attractive to potential hires, particularly those early in their careers.  It’s essential to identify what makes working for you an attractive proposition and sell that opportunity.  You may also be able to offer greater work/life balance, reduced travel, less bureaucracy and more entrepreneurial potential than a larger and more structured firm.
3.    Consider the package you can offer
It could be challenging to compete with some of the base salaries offered by large, well-established consulting firms.  Therefore, it may come as a comforting surprise that in our Job Search Survey only around 15% of Management Consultants cited base salary as the key consideration when considering a new role. As well as base salary, consider bonus levels, potential equity and other benefits, many of which might not be part of larger firm packages.
4.    Recruitment channels
The key here is the breadth and reach and a blended approach to finding the best talent. It is increasingly recognised that many management consultants use their own network of contacts to find new career opportunities.  However, over 40% of consultants engage with specialist recruitment agencies in order to find openings in small and medium-sized consultancies. Consider enlisting the support of a specialist management consultancy recruitment agency. They will have access to a large database of screened, experienced management consultants.  Reputable and professional recruiters can be excellent brand ambassadors for your firm. Furthermore, they provide a channel to candidates you have no way of reaching yourselves. In addition, a good recruiter will maintain contact with many potential hires who are not actively job seeking at the time your opportunity becomes available.
5.    Positive candidate experience
Your potential hire deserves integrity, respect and timely, effective communication.  You may well be busy dealing with client work, particularly during a period of growth. However it is essential to ensure that the way you treat all candidates is a reflection on how an individual will be treated, should they be lucky enough to secure a job offer. Certainly, that’s the way a candidate will view it and may see delays and lack of communication as an indication of life as an employee!
It was clear from our survey of management consultants that there are a number of candidate frustrations regularly encountered by job seekers looking for a career move within the consultancy industry. In particular:
 	lack of feedback or responsiveness during the application process
 	the speed of the application processes and sometimes long delays in response by hiring companies
 	the lack of a personal touch in the recruitment process
It is easy as a smaller firm to prioritise clients over recruitment, but both are equally important. By reviewing your recruitment process and perhaps employing an external management consultancy recruitment firm, you can attract and recruit top talent.
 
Indeed as a smaller firm you may be able to demonstrate amore personal, human scale approach to hiring than larger consultancies.
 
Earn a reputation for being a responsive, considerate, professional employer. It certainly won’t harm your ability to win work and you could likely end up with a great hire as a consequence.
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or csale@prismrec.co.uk.
You can find more information on our recruitment solutions in our Client Services pages.
 
 

### I hate my new consultancy job.  What’s my next move?
People usually feel very positive and excited when they accept a new management consulting job.   However sometimes you start a new position and almost immediately it feels like you’ve made a terrible mistake.
You should never wake up on a Monday morning and dread your week ahead.
However, whatever you think about the role, don't rush to hand in your notice!
But you don't have to endure misery and there are things you can do to help yourself make the right decisions moving forward. Our suggested approach explains how to improve your situation or get a new job while working at your current one.
 
Be clear on the reasons for your unhappiness with the role
It can feel like EVERYTHING is wrong especially if you're in a very negative mindset: but usually there are one or two key aspects at the heart of your dissatisfaction.
Consider talking to an informed and trusted friend or mentor about how you are feeling.  Talking to someone who is objective can sometimes help you pinpoint the reasons for your concerns.  You may be unhappy with your new consultancy job for a possible variety of different reasons.  For example:
 	you feel that culturally you don’t fit into the organisation
 	the role was mis-sold to you and doesn’t represent the opportunity you were excited about
 	the company is under-performing
 	there is a personality clash, or you are otherwise unhappy with your new boss
 	the virtual onboarding didn't go well
 	the role has changed since you accepted
 	the work/life balance is very different to what you expected
Talking through the reasons for your disappointment with someone who knows you well can enable you to seek clarity, not only regarding the issues but also help identify potential solutions. 
It's also a good idea to re-visit your reasons for leaving your previous management consulting job and review  your requirements and expectations of a new role.
 
Time and Space
Even if you feel you have justifiable reasons for reconsidering your position, it’s sensible to allow a period of at least three months.  You may find in that time that some of your concerns recede in importance or disappear.
If that’s not the case it may be a good opportunity when you review progress with your line manager to have a considered, constructive conversation.  It is possible that some issues can be resolved through  communication. If there is a review meeting then that's the ideal time: if not then you should ask for a meeting and share your concerns.
Be careful however: even if you are very unhappy it would not be in your best interests to be too candid and find them deciding to show you the exit. Particularly during a Probation period.  Don't burn bridges or back yourself into a corner with your current employer: it is essential to maintain an outwardly positive and constructive approach. It is also essential to do your best work so that you leave the company on a high: you want to leave on your own terms and when it suits YOU, not when it suits your boss or your employer.
Indeed it is important for your own wellbeing and job performance to seek the positives and remain upbeat, as difficult as it might seem.
It’s really important that if  you find yourself feeling disappointed after starting a new job not to have a knee jerk reaction and resign without due consideration. It is likely to be less stressful looking for a job while employed and you can buy yourself time to try and avoid another quick move, which unfortunately is a pattern we see fairly often in consultant recruitment.
This is particularly true if you’ve been in your previous role for a number of years: it’s important to distinguish between being out of your comfort zone, which often comes in a new role, and specific dissatisfaction with your new job.
What does your CV say about you?
Now is a good time to evaluate your CV and work history.  Do you have a number of employers where you only stayed a short time?  If so, it would be wise to consider sticking with the role for a longer period to display some stability on your CV.  Of course only if you can consider this a viable option.
It is worth spending some time analysing the pros and cons of staying in your current role:
 	Does it provide a good development opportunity if you stay?
 	Does it feature in your five-year plan?
 	Can you stay in the role but look into the possibility of a move internally?
If leaving is inevitable
Once you’ve decided your position in the job is untenable, it’s time to start planning your exit.
 	Make sure you revisit your career objectives and personal marketing plan.
 	Consider what might you do differently this time to minimise the risk of another short term move.
 	This is a good opportunity to revisit your network.  Reach out to people you are connected to via LinkedIn or in your industry or like-minded professionals.  But be wary of the lure of  the comfort of people you know!  Maybe contact respected, trusted recruiters who can provide you with details of any relevant roles in complete confidence.
 	Consider whether there are specific employers where your skills and experience would be relevant.
 	Update your CV and LinkedIn profile making sure you include keywords in both to maximise your chances of relevant  headhunter approaches.
 	Review job boards and LinkedIn.
Were there other employers and jobs you turned down in favour of the one you now dislike? Bearing in mind your recent experience, is re-connecting with any of them as a potential "quick win"?
It could even be worth considering the circumstances under which you left your previous role! Is there an opportunity for you to return to your former employer: perhaps in a different position?  This is, of course, entirely dependent on your reasons for leaving in the first place and it may not be an option. There may be interim or freelance options available with them as an alternative.
As mentioned don't do anything rash, like resigning, until you have a firm job offer: this might raise eyebrows with potential new employers and puts you under even more pressure to get a job which isn't a great way to make the best long term career decisions.
 
Begin your job search and see our Guides for more information to help you with your job search.
 
 

### Interview questions for management consultancy jobs: spot the hidden agenda!
When preparing for your management consultancy job interview there are a myriad of possible questions or angles the interviewer might consider. Many you can prepare for, but some are more tricky.
We have a lot more advice on interviews elsewhere in our guides.
Some might query the value of interviews.  The reality, however, is that the traditional interview, which often incorporates well worn interview questions, is here to stay. Whether your interview is face to face or via video, answering them well will mean the difference between success and failure.
Interview preparation can often focus on the "difficult" questions and trying to ace a great reply.
However, many of the "easier" interview questions can seem like a bit of a soft ball, a "getting to know you" tack and it’s tempting for a candidate to simply trot out a well-rehearsed answer and not spend much time thinking about them.
Interview preparation is of course a very a good idea but what if you’re missing the point of the easy question?
Here are some we use when interviewing for the many consulting jobs we typically handle:
Give me a quick walk through your CV.
Hidden meaning: can you summarise effectively and concisely?
There are quite a few variants here but this seems like a soft opening question offering you nothing too tough at the start of the interview! Another might be "tell me a bit about yourself": sounds different but actually pretty much the same!  Appearances can be deceptive. There are so many reasons for asking this question it’s difficult to know where to start. I often try and repeat the question using different words to really drive home what I'm after! One of the biggest is “does the candidate actually stick to the point?”. In this case, also note the use of the word “quick”. Candidates can easily talk themselves out of the job in the first 10 minutes. Many senior management consultancy roles require the ability to summarise key issues for time short, Board level executives so the ability to answer this question well is crucial. Even if  the interviewer doesn't imply brevity or speed variants on this question are not a licence to talk. It’s actually a great opportunity to be concise and get across key highlights. A common variant is “tell me about yourself” and the same warnings apply. If in doubt ask the interviewer whether they require brief highlights or more detail. What do you think the interviewer will most remember (and for the right reasons!): a short answer or a long one?
What are you looking for in your next role?
Hidden meaning:  are your requirements for your next management consultancy job a fit for the role and employer you’ve applied to?
This is a tricky one. It's deliberately not "why are you interested in this role?"  How to answer the question might seem obvious i.e. that you align your answers with the role you’re being interviewed for. However, the only thing worse than not getting the job is to end up in the wrong role because you misled the interviewer(s)!
It can be difficult to get really under the skin of a potential opportunity before the first  interview but one of the most important areas of preparation can be to consider carefully how well it appears to be aligned with your objectives. Make sure you have a clear career plan. Re-read the advertisement or any other job information you have been sent. In the interview, you need to get the balance between outlining the non-negotiable bits that really matter to you, with pragmatism i.e. no job will be a 100% match.
Within reason the primary objective of any interview is to have the option of getting to the next stage in the process. That way you are in the driving seat. While you most definitely shouldn't waste your time or anyone else’s if the job is clearly not of interest remember your only real decision is when they make you an offer and by then you might be very keen!
Where do you see yourself in five years?
Hidden meaning:  do your ambitions align with ours?
This can seem like another simple and boring consulting job interview question but there are many layers to it. If the interviewer thinks you have moved around a lot in your career they could be concerned that you have unrealistic expectations of an employer and role. This is an opportunity to reassure them and emphasise that you want to put down roots. Alternatively, they might have in mind a clear career path and be checking that your proposed direction is the same.
Most employers will want an answer that is a balance between a focus on the job you have applied to (they will probably be seeking a 2-3 year timescale for that) and their wanting to see your broader ambition to be on an upward career track.  Hyper ambition is rarely a good thing in these situations, however because even the most progressive employers may be concerned about your likelihood of sticking around in the role they actually want to fill, which is the current priority. So don't suggest you will be looking for your next role or promotion in 12-18 months. Never say "in your job" even as a joke! Sorry but it's just not funny. Other genuine but poor answers include “setting up my own consulting firm” and “returning to Italy to join the family hotel business”.
 
For more career and interview advice including pre-interview preparation for candidates see our Candidate Advice Guides.
 
 
 
 
 
 

### Management Consultancy Job seekers’ need to know: Applicant Tracking Systems (ATS)
What exactly is an ATS?
Online job platforms such as Indeed and LinkedIn, together with increasing use of AI, has simplified the job application process for candidates. However, this ease of application means that employers are frequently overwhelmed with CVs. To manage this influx of applications, many companies increasingly rely on Applicant Tracking Systems (ATS). Large employers have done so for many years, but the technology is increasingly being adopted by SME employers too. This may include consultancy firms recruiting for management consulting jobs.
An ATS is a type of software that helps management consulting employers streamline the hiring process by:
 	Gathering CVs submitted through online applications.
 	Sorting CVs based on particular criteria from the job description.
 	Prioritising candidates by identifying key terms and qualifications.
 	Eliminating CVs that don’t meet the position’s requirements and (sometimes!) ensuring the applicant receives a reply.
 	Monitoring each candidate’s status during the recruitment process.
By automating these actions, ATS systems save organisations both time and effort, while making sure the most relevant CVs are reviewed. Unfortunately it can make the process for candidates opaque and impersonal.
Who Uses Applicant Tracking Systems (ATS)?
While large employers are the most common users, ATS systems are utilised by a variety of organisations, including:
 	Recruitment agencies – To efficiently match candidates, both new and "on file", with roles..
 	Government bodies – For handling the often complex recruitment procedures within the public sector.
 	Medium-sized businesses – To stay organised as they manage an increasing number of job applicants.
 	Small companies – Especially those growing quickly or recruiting for competitive positions such as strategy consulting jobs.
 	Charities – To process applications for both paid and volunteer roles.
In summary, any organisation that deals with high volumes of applications or wants to simplify and streamline their recruitment process could benefit from using an ATS.
How Do Applicant Tracking Systems (ATS) Work?
An ATS assists employers in several ways, from organising applications to tracking candidates through the hiring stages. For candidates, what’s crucial is understanding these three fundamental steps:
1. Job details and information is entered
The recruiting team enters job details into the ATS, including the title, required skills, and experience level.
2. Scanning and ranking of applicants
The system scans submitted CVs and ranks applicants based on how closely they meet the job criteria, or it saves them in a searchable database.
3. The selection process
Hiring managers can either review the top-ranked CVs or search the database for suitable candidates using specific keywords.
Put simply, to progress in the hiring process, your CV must contain the relevant terms from the job description. For example, if a business is hiring for a "Strategy Consultant” and they receive 500 CVs, only the ones containing the term "Strategy Consultant" will probably be flagged for review or appear in search results.
If your CV doesn’t include that exact phrase, it might be overlooked, even if you meet all the job’s criteria!
At the very least, your CV should feature the job title, ideally in the headline or summary. Research from Jobscan, which reviewed nearly a million job searches, found that CVs with the job title in the headline received 3.5 times more interview requests!
How to Optimise Your CV for ATS:
We’ve already highlighted the importance of including key skills and job titles. But if you are seeking a new management consulting job,  optimising your CV for an ATS involves more than just adding keywords. Here are additional steps to ensure your CV gets through the system:
1. Use Simple Formatting
Applicant Tracking System software can struggle with complex layouts. Stick to a clear, simple format. Avoid using tables, images, or unusual symbols. Don't use any picture format. Use bullet points, but keep them to basic symbols, not customised icons.
2. Stick to Common Fonts
Choose widely recognised, mainstream fonts like Arial, Times New Roman, or Calibri. Avoid decorative fonts, as they can be difficult for the system to read.
3. Avoid Headers and Footers
Some applicants put essential contact information (name, mobile number, email address) in a header but many ATS platforms can’t read content in headers or footers. Keep all essential information within the main part of the document to ensure nothing is missed.
4. Use Standard Section Titles
Stick with traditional section titles such as "Skills," "Work Experience," and "Education". Creative headings, like "My Career Story," might confuse the system and reduce your chances of your CV being correctly processed.
5. Tailor Each CV for each individual management consulting job
Customise your CV for every job you apply for. It doesn’t need to take long but this will boost your match rate and improve your chances of passing the Applicant Tracking System filters.
6. Use Online Tools to Check Your CV
The formatting issues mentioned can prevent your CV from getting through ATS systems. To avoid this, consider using an online tool such as Jobscan, which not only checks your keywords but also reviews your formatting to ensure it’s ATS-friendly.
 
At Prism, rest assured that a real person reviews every CV! However, it’s worth noting that some of the job boards we use filter candidates before the CVs reach us. For instance, applications from those without the right to work in the UK may be filtered out.
 
For more information on the job market, or to discuss your hiring or career plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Management Consultancy Job Interviews – great answers to classic questions
When hiring for management consultancy jobs an interviewer ultimately wants to know why they should hire you.
Every interview question therefore has a purpose.
Consultancy job interviews are similar, in the sense that the interviewer’s aim is to determine why you want to work for them, whether you’ll be a good organisational and culture fit and what experience you bring. Beyond these key aspects, interviewers are trying to determine your career expectations, salary requirements, fill in any obvious ‘CV gaps’ and of course generally find out more about you!
Whether your management consultancy job interview is face to face or via video, read our guide to help you prepare for the management consulting job interview process.
The “Why you” questions:
Question 1: Can you tell me a little about yourself?
Question 2: Why should we hire you?
Question 3: What are your greatest strengths?
Question 4: What do you consider to be your weaknesses?
Question 5: What is your greatest achievement?
Answering the “Why us” questions:
Question 6: What do you know about the company?
Question 7: Why do you want this job?
Question 8: What are you looking for in a new position?
Question 9: How did you hear about the position?
Question 10: What do you think we could do better or differently?
How to answer ‘Culture Fit’ and ‘Teamwork’ Management Consultancy Interview Questions:
Question 11: What’s your management style?
Question 12: Give an example of a challenge you faced and how you overcame it.
Question 13: How do you cope under pressure?
Question 14: How would your friends describe you?
Question 15: What do you like to do for fun?
The “Career expectations” and other management consultancy interview questions
Question 16: What would your first 30, 60, or 90 days look like in this role?
Question 17: Where do you see yourself in five years?
Question 18: What would be your perfect job?
Question 19: Why are you leaving your current job?
Question 20: What are your salary requirements?
Question 21: The silly questions
Question 22: Do you have any questions for us?
 
The “Why you” questions:
With each of these consultancy job interview questions remember ‘professional not personal’. Interviewers do not want to know that your weakness is chocolate and you have 10 amazing cats. In fact, it is best to keep the latter to yourself on all occasions. They want to know what you will bring to their consulting team and that you are honest and self-aware.
Question 1: Can you tell me a little about yourself?
Also "Give me a quick walk through your CV". It's a classic ice-breaker and a general question but keep in mind the opportunity it presents:  why are you right for this consultancy job? What management consultancy job experience or accomplishments can you highlight to back this up? It's absolutely vital you keep it concise.  This is not the time to list your employment history: your interviewers have read your CV so do not repeat it verbatim but instead highlight key areas of it. Brevity may be an important skill in the role! If in doubt ask the interviewer to clarify how much detail they want. Don't go into full sales mode either!
Question 2: Why should we hire you?
A daunting question but a great opportunity to highlight your key skills and attributes: relate these to the company’s goals and the job spec. Why are you a strong candidate for this key management consulting job in their business? How will you fit into this team/company? Prove it with specific examples. This shows your interviewer that you are self-aware, can sell yourself and you’ve done your research (highlighting that you are well prepared and truly interested in the role).
Question 3: What are your greatest strengths?
This question (and the following one) might be a cliché but they are very popular in consultancy job interviews, which can reveal quite a bit about an applicant. You need to be prepared for them (and for others which might sound different but are actually the same).
The following points might help to focus your answers: once again think professional, not personal. This is what the interviewers are trying to ascertain.
 	What are your key skills?
 	How are these relevant to this particular consultancy job?
 	Consider specific examples to showcase these strengths.
Question 4: What do you consider to be your weaknesses?
Let’s be honest: this is a stinker which is why it’s such a good question.
The best tactic is to either volunteer something that is not especially relevant for the role (i.e. it's not on the list of essential/desirable characteristics) or is something that you can provide evidence you are tackling and getting better at.
Neither “I’m always running late”  or “I can’t think of anything” will leave your interviewer with a positive impression. When preparing your response in advance be self-aware and honest. If your answer really is “I’m always running late” then a much better response is “I used to struggle with time-management but now I start 15 minutes earlier each day: this provides time to deal with unexpected tasks and organise my priorities before my scheduled meetings begin”. This shows you have identified a weakness and worked to improve it.
Question 5: What is your greatest achievement?
Be specific: focus on your professional accomplishments and how these achievements benefitted the business. Did you increase sales? If so, by how much? Over what time period? How did this impact overall sales targets and business development? Relate your success back to the role for which you are applying. This is your opportunity to show why you are the best candidate for the role and what you could do for their business if they employed you.
You CAN use selected and compelling personal achievements if they are relevant and demonstrate qualities expected in the role.
The most important element in answering “Why you?” questions is preparation. Practice your answers again and again, Consider practicing with an audience and ask for feedback.
Your perfect interview answers are unique to you, concise, compelling and sound natural.
Answering the “Why us” questions:
Once you have successfully answered the “Why you?” questions, you may need to answer the equally tricky “Why us?” portion of the management consultancy job interview. The key to success when answering these questions is research.
Question 6: What do you know about the company?
Purposefully vague, this management consultancy job interview question will draw on both your research and analysis skills. Merely repeating the company’s “About Us” page will show you’ve failed to interpret the question. You do not need to have read all their news articles or remember the Annual Report verbatim but you will need to recall key industry sectors and service lines, areas of current focus, future strategy/growth and the firm's values and ethos. You should summarise your findings into a few pithy sentences and explain their appeal to you as a potential employee.
Question 7: Why do you want this job?
There are plenty of opportunities here to swiftly rule yourself out of further consideration! The key underlying objective here is that they want to know both that you have given the role careful consideration and that you are going to be happy in the post and not leave after 6 months.
Key points in your answer:
 	What is it that made you apply for this role? (Please do not say money!)
 	Why does this job and our business appeal to you?
 	What attributes and experience do you possess that make you believe you’d be good at this job?
 	How does this role fit with your goals and objectives (and are they ones we can satisfy/align with ours?)
Still uncertain? Check out this great guide for more tips.
Question 8: What are you looking for in a new position?
This may seem like an open goal but some candidates still miss!  BUT don’t simply replay the job spec back to them or else you risk looking glib and insincere. Also make sure that the job does indeed have what you mention: so don’t say you want a role focussed on delivery if a significant part is sales. Sounds obvious but it happens all the time! Also look more broadly at the firm’s culture and values and make sure your answer is aligned with those too.
Question 9: How did you hear about the position?
This may reflect the interviewer’s interest in the specific channel. However, whether a job board, referral, agency or via a company search does not really matter:  it’s a great opportunity to enthuse about the role and remind them why you applied.   Particularly, why this role stood out above all other management consultancy jobs.
More insight into the channels management consultants use to find a new job can be found in our Management Consultants Job Search Survey.
Question 10: What do you think we could do better or differently?
This is a chance to demonstrate your sector/service line knowledge, your critical thinking and show how your fresh ideas and expertise would benefit the company.
What have you heard about the company or management consultancy firm? What pipelines could they work on? How could you use your network to bring new business to the table? You don’t need to give names or have a fully formed action plan but this is a chance to present your knowledge and expertise.
However, it is most certainly not an opportunity to “really speak your mind”!  Absolutely nobody wants to know their baby is ugly! Hopefully, you wouldn’t be sitting there if you felt negatively towards the company: express your admiration for the business and ensure that any “criticism” is framed in the context of an opportunity for you to contribute.
 
Ultimately, when answering the “Why us?” questions in the management consulting interview process, do your research. When your answers clearly address either ‘How do I match the job description?’ or ‘Why am I a great match for this company?’ you can move on to the next section: How to answer those “Culture fit” and “Teamwork” questions.
How to answer ‘Culture Fit’ and ‘Teamwork’ related Management Consultancy Job Interview Questions:
You will also need to show that you are a good ‘fit’. Even exceptional candidates will not get the job offer if they cannot also prove they will integrate well with their colleagues. “Culture fit” and “Teamwork” interview questions are designed to demonstrate your potential interaction with your new manager, within the team and within the company.
Question 11: What’s your management style?
This remains a difficult question for many, even though it's something of a cliché. Some interviewers will be keen to understand the size/scale of teams and budgets for which you have been responsible, others are looking for people development experience and examples of managing people issues. Alternatively, they could mean management in the context of complex clients/stakeholders that need careful day-to-day management. So make sure you clarify what aspect they would like information on.
In general, it is best to aim for the middle ground – people skills. In consultancy discuss a project and scenario in which you are well versed: provide context with details about the scale of the project and the client too.
If the focus of the role is on management of a team, an excellent place to start is to identify your leadership style. Once you have determined your style, demonstrate your effectiveness with reference to specific examples.
Question 12: Give an example of a challenge you faced and how you overcame it.
Avoid personal conflict and instead focus on project challenges and how you overcame them. Highlight your professional nature, your clear communication with colleagues and clients and how you resolved the issue. Most importantly, make sure your answer refers to what YOU were responsible for, the actions YOU took and their impact. Try not to slip into generically describing what happened on a project, or what other people did. Some questions require a "we" answer but in most cases the interviewer wants to know specifically what YOU did.
You may find the question is framed around “problem” staff: again best to view it as a project i.e.  STAR:  Situation Task Actions Results. The key point is that you demonstrated your ability to take action and achieve a positive outcome.
Question 13: How do you cope under pressure?
This is a common consulting job interview question.  Employers are increasingly aware of their contribution to the mental health of their employees.  A specific example to back up a general statement would be good here and avoid sounding too vague or clichéd. Use the scenario to show how your professional approach enabled you to navigate a stressful situation with ease.
Make it situational: if the culture and structure of the firm encourages delegation or sharing burdens then a reply which references these solutions will sit well.
It is worth considering the underlying reason for the question, which is of course that the role or environment is on occasion (or always!) pressurised: that might also help you give an answer relevant to this post. And also flag up something which may require further thought and questioning from you!
Question 14: How would your friends describe you?
View this as an excellent opportunity to highlight a strength that has not already been covered during your interview i.e. “I’m the one who always organises everybody”.  It could also provide an opportunity to add a bit of character and  “loyal” or “dependable” is fine if you’re stuck!
Question 15: What do you like to do for fun?
Use this to highlight your personality and some interests that suggest personal goals/drive beyond work. Be honest and don’t exaggerate but try to think of at least one thing that sounds interesting and indicative of a bit of “get up and go”! If you don’t have any hobbies… avoid admitting it! Ideally, mention something “active” and perhaps avoid statements such as ‘football – mostly from the comfort of my armchair’ which could suggest a lack of energy or impetus.
It’s also a great opportunity to mention personal achievements if you haven’t already done so: but as previously suggested try and make sure they actually are of some note and indicate qualities of interest to the employer.
You might, in reality, be a bit of a “solo” person but now is not the time to emphasise interests that reflect this: something involving sociability or teamwork is best. But try and avoid the clichés i.e. “socialising with friends”
Make sure that if you have put "hobbies and interests" on your CV that your answer reflects these. Also ensure that you can back up that section of your CV: if you've claimed to enjoy going to the Theatre you might need to discuss a recent play you saw!
Career expectations and other management consultancy job interview questions
Question 16: What would your first 30, 60, or 90 days look like in this role?
You will need a reasonable idea of the job and the context to be able to answer this question so don't be afraid to ask. For example, current project information, company familiarisation, knowledge of team resources and staff expertise. Identify an area where you could contribute immediately. A well thought through answer here is vital. Prove you can hit the ground running, show enthusiasm and most importantly show your sector and service line expertise.
It’s also an opportunity to reflect on your “What do you think we could do better or differently?” ideas but with caution: you need to make it clear that you feel you can make an impact with some innovative ideas but also you need to be pragmatic and will take time to  collect the data and facts after your arrival.
Question 17: Where do you see yourself in five years?
This question is a popular one in the management consulting job interview process.
Most people accept that it is difficult to plan too far ahead: company structures change all the time, roles exist now that did not exist 5 years ago etc. However this is a very key question and at heart is looking for evidence of ambition, but realistic expectations and sticking power.  The best answer will indicate enthusiasm for the job they are hiring for, realistic career goals and a degree of loyalty to a firm. Do not give any hint that you might be simply using this role as a stepping stone to a job more worthy of your skills further up in their business or worse, elsewhere!  Make it clear you are focused on the role in hand and want to be a great success in that role! Also, avoid the cliché “in your job”: that is wrong on so many levels!
This may be a good time to ask a question – what is the typical route for career progression in the firm?
The question "Where do you see yourself in five years?" is examined in more detail in our blog on the hidden meaning behind three classic interview questions.
Question 18: What would be your perfect job?
In other words, what are your ultimate career goals? This is a chance to express your ultimate career aims and ambitions. Most importantly be sure to align your answer with the role and company to which you are applying but clearly avoid being too obvious or sycophantic.
“I’d like to be a Partner" is great if you’re a management consultant, but not if you are applying for the role of Finance Director. Resist the temptation to go for broke and tell the truth i.e. that you always wanted to be a ski instructor. This is a career question, not a “what would you do if you had 3 wishes?” question.
Question 19: Why are you leaving your current job?
Positive answers highlighting that a move is timely and that this role and organisation is a great fit and corresponds with your career goals are perfect. This is, of course, situational: if you have been in your current employer 4/5 years or more then “need a new challenge” or “want a change of scene” won’t raise any eyebrows. If it’s a short period then that’s rarely ideal but seek to provide reassurance that your reasons for taking the role in the first place were sound but unfortunately now in the role things have changed/it’s not as described/someone key has left/you’ve explored all options for righting the situation.
Disparaging comments about former employers are at best unproductive, at worse a potential disaster. Even if you were made redundant, keep your answer positive: “Unfortunately, I was let go”. If your departure was due to business need, perhaps follow up with “… due to business demand, my area was closed”. You need to be honest but try and avoid implying that you were the one person who lost out. Ideally, you were one of a number of people made redundant, or if not, that you lost out to someone who had been in the business longer or who was paid much less than you etc.
Ultimately the interviewer is simply seeking reassurance that you will stay with their firm a reasonable length of time and that any moves you have made aren’t a negative reflection on YOU i.e. your talents,  personality or decision making.
Question 20: What are your salary requirements?
Do your research and probably ask for something in the upper third of the range quoted, if there was one (based on your experience, education, and skills). Unless you really feel strongly about it don’t quote the top end of the salary you saw advertised: it just sounds a bit crass. But of course don't shy away from being honest! If that is the only figure you would accept say so and explain why.
Attempt to arm yourself with a bulletproof justification based on your experience, market data and your current/previous package. Applicants will say “what’s my current salary got to do with it? They should pay me what I’m worth/the rate for the job”. However, we live in the real world and previous earnings almost always have a key role in future offers.
If you feel you are worth a significant rise then explain why.
If you are/were paid more than you think they might be offering but are willing to consider a lower package then make this clear, otherwise they may rule you out:  “well my last base salary and the package was £x but I will be flexible for the right role”
This is your first real opportunity to demonstrate your communication and negotiation skills. We explore this topic further in our Guide Salaries: how to get the best salary in your new management consulting job .
Question 21: The silly questions
There are many seemingly silly and impossible consultancy job interview questions. Most employers don't go down this route but some do! Here are some legendary Google interview questions   while The Balance has written a blog on how to answer weird questions. From critical thinking to personality test type questions this category of interview questions is designed to see if you can think on your feet and to observe ‘how’ you think.
Question 22: Do you have any questions for us?
“No” is definitely the wrong answer here! If a candidate has no questions at all it would really send alarm bells ringing, suggesting they are either not very interested in the role or so desperate to move that they don’t care much about where they go. The only caveat would be that if you know the meeting has overrun and the interviewer is looking at their watch, perhaps then the answer should be “well yes I have several things I was hoping to find out but do you have time?”. This would suggest tact and emotional intelligence and be a huge relief to the interviewer!
It is sensible to prepare some questions in advance that are specific to the role. If the company is small/new then questions about the overall company and its strategy are good. You should avoid asking questions that might suggest a lack of research.
Consider questions around team dynamics, ethos and the job practicalities. For instance, if you are not able to travel internationally and the role requires international travel. It’s better to find out sooner rather than later
Good options might be to ask how success will be measured, or expectations in the first 30/60/90 days in the role. The Muse has a list of 51 interview questions you might wish to consider but I suggest actually asking no more than three! The best questions are of course those you are genuinely interested to find out and these might occur to you through the interview rather than be prepared in advance.
If you’re really stumped, questions around the next steps and process are always a safe bet.
It’s often said but worth repeating: asking questions about the salary, package and holidays is not a good idea. These points are very important of course but are best avoided. If you get to the end of the final  interview and no one has asked about your expectations or said anything about what they offer, then a simple “do we need at some point to discuss salary and package?” is a gentle way of raising it (and perhaps highlighting a failure in their process!) that also gives them the opportunity to provide a  face-saving reply if necessary.
The only exception to the first point about never answering “no”, if your mind goes a complete blank might be “no, to be honest, it’s been a really great interview/day/process and you really have covered everything that was on my list: thanks very much”!
Conclusion
If possible you you should practise your management consultancy job interview question answers with an audience and ask for feedback. But in any event make sure you've thought them through and mentally rehearsed them. Your perfect answers are unique to you, concise, compelling and sound natural. Remember, developing your best answers is as important as developing your CV. You should tweak both of these for every new job application and this will greatly improve your chance of success in the management consultancy interview process.
 
We have more articles on our website to help with your job search and advice on preparing for an interview.

### What makes a great CV?
At Prism, one of the most common discussions we have with management consulting candidates is about their CVs. Despite the abundance of articles, online tips, and external advice, creating a truly impactful CV for management consultant roles can still feel bewildering—especially when even so-called professional CV services sometimes deliver questionable results.
Yet in our experience, a large proportion of CVs do not fully do justice to the candidate. Most people find themselves swamped with conflicting advice. To stand out, your first step is simple: be crystal clear on your career goals and therefore what role you’re pursuing within the management consulting arena and shape your CV accordingly.
To craft a powerful Management Consultant CV, you need to think like the person reviewing it—whether that’s a hiring manager at a consultancy firm or an executive search consultant. Below, we’ve laid out our tried-and-tested recommendations for ensuring your CV works in your favour and secures that all-important interview.
Contents
 	Apply the Seven Second Rule to your CV
 	How long should a Management Consultant CV be?
 	CV Visual layout – the basics
 	Content of the CV
 	The relevance of keywords in your CV
 	Pitfalls to avoid and common errors
 	Accuracy and honesty in your CV
Apply the Seven Second Rule to Your CV
Can someone see you as a strong candidate for their specific management consulting role within seven seconds of opening your CV?
If that seems ruthless, it’s the reality: very busy recruiters or line managers tend to make a quick initial decision. Research suggests an initial filter can take as little as seven seconds.
Very high application volumes and tight schedules mean CV reviewers must rapidly decide who stands out. At Prism, we can receive hundreds of CVs in a single busy week. This makes clarity, structure, and relevance absolutely vital in a management consultant's CV.
Not convinced?  Here's an external view!
The Seven Second basics
 	Stay within two (or three pages if you really have to!)  if you’re an experienced consultant. Any more and it’s easy to lose the reader’s attention.
 	Presentation matters. Avoid tiny fonts, messy layouts, enormous blocks of text, or multiple bullet points that run on forever.
 	Include job-relevant keywords and phrases (for example, “transformation,” “strategy,” “change management,” “leadership,” “stakeholder engagement”) without resorting to excessive bold or all caps. Strike a natural balance.
 	Employer names, dates, and job titles must be crystal clear. If you worked at a smaller or less recognizable firm, explain what it does. Make sure any interim or contract work is clearly labelled and address any gaps or overlapping dates.
 	Prioritise your last five to seven years. That’s generally what the reviewer cares about most. They’ll be scanning for direct relevance to their vacant management consulting position—for leadership, sales, transformation projects, industry expertise, and so on.
 	Don’t rely on a cover letter. It might not get read if your CV doesn’t pass the first screen.
 	Don’t bury key facts in large “summary” sections. Many reviewers jump straight to  the Employment History to see what you’ve delivered and when. Make sure your essential achievements are there.
 	Beware of typos. Mistakes can jump off the page to a reviewer. Proofread repeatedly and, if you can, have a trusted friend or colleague do a final check. Spellcheck is your greatest ally and make sure it is set to include capitalised words! ChatGPT is worth considering too.
 	Stay consistent with your LinkedIn profile. Employers will look you up, especially if you’ve caught their eye. Any discrepancies between your CV and LinkedIn profile will raise suspicions.
 
How Long Should a Management Consultant CV Be?
CV length is often disputed, and the internet offers much conflicting commentary. Still, we find that most candidates tend to go too long. We’ve seen CVs stretching to 30 pages—unlikely to win any favours with a time-pressed hiring manager.
In the US, CVs (referred to as résumés) are typically much shorter. Elsewhere, overly detailed CVs sometimes seem the norm. Ultimately, your approach needs to reflect your career stage and the expectations of the market you’re targeting—here, we’ll assume you’re focusing on the UK management consulting world.
 	Early in your career: A page or maximum two if you really have to.
 	Mid-level consultant or manager: Aim for two pages, maybe pushing three if you’ve had significant project experience.
 	Senior or executive-level consultant: Two pages is still the sweet spot. If you can’t concisely describe your background in that space, you risk losing an employer’s attention.
Keep in mind that in management consulting, showing relevant projects and achievements is essential. That can require more detail. However, remain discerning—this is your chance to demonstrate your ability to present insights clearly and succinctly (a critical consulting skill).
The “Goldilocks” CV length:
 	Not too short to miss major achievements.
 	Not so long that your key messages get buried.
Edit older or less relevant roles to keep total length manageable.
CV Visual Layout – The Basics
Readability is essential. Avoid anything that makes it harder for a recruiter to assess your expertise quickly. Here are the fundamentals:
 	Limit large paragraphs. Use short blocks of text or bullet points.
 	Avoid jargon or excessive acronyms. If a term isn’t universally known, consider explaining or omitting it.
 	Keep fonts consistent. It’s easy to end up with multiple fonts if you’re updating a legacy CV. Pick something modern and clear like Arial or Calibri.
Be cautious with graphics or logos. Some recruitment systems strip them out, or worse, distort the CV, leaving it unreadable.
Content of the CV
Decide what job you want, as part of your career plan, and put yourself in the shoes of the person recruiting for that role.
1. Name, Contact Details, and Introduction
Keep this straightforward. Provide a phone number, a professional email address, and a general location (though you can omit location if you suspect it may be off-putting to a recruiter when applying for a distant role).
2. Career Summary or Key Skills
A short “overview” paragraph can help, but don’t rely on it for critical information—it may or may not get read. Keep it succinct (about 15-20% of a page at most).
3. Employment History
This is the heart of your Management Consultant CV. Structure it in reverse-chronological order. If you had multiple positions at the same company, group them under one company heading but probably list them all as this can show career progression and promotability. Include start and end dates, and mention if roles were contract or permanent.
 	Highlight achievements: A couple of lines to outline your responsibilities, followed by bullet-pointed accomplishments.
 	Show relevant client engagements: Identify the industry or type of client, nature of the assignment, and your role in achieving results. Specific examples help recruiters grasp your capabilities.
 	Watch those dates: Overlapping roles or errors raise red flags.
 	Don't have unexplained gaps. 
4. Balancing Detail
Focus more space on recent roles and assignments. As a rough guide, the most recent 30% of your career might occupy about 60% (or more) of your CV. Older experience can be summarized or even omitted if it doesn’t add relevant information.
5. Academic and Other Qualifications
Highlight professional or tertiary qualifications that are relevant to management consulting roles, such as an MBA, certifications in Lean Six Sigma, or Chartered status. If your grades are strong, mention them. Consider omitting the year if it might reveal your age and lead to  bias.
6. Interim or Freelance Work
Label this clearly so it’s not mistaken for job-hopping. Group freelance assignments under a single banner, detailing each client project in bullet points.
7. Gaps
Explain significant gaps briefly rather than leaving them to the imagination. If you’ve had a career break, a concise line can clarify the situation, such as “Career break for travel and personal development.”
8. Tailoring the CV
Adjust your CV to match the priorities of each specific management consulting role you apply for. If business transformation and organizational change are emphasized in the job ad, give relevant projects more prominence. Avoid exaggerating or misrepresenting your experience—focus on authenticity.
9. Extra-Curricular Interests
This is optional. A short mention of hobbies can personalize your profile, but stick to relevant highlights (team sports, leadership roles, community involvement). Avoid anything too niche or that might alienate a potential employer.
The Relevance of Keywords in Your CV
Management consultancies and larger employers often use software to scan for keywords, and even smaller firms will look for specific skills or sector experience. Make sure the right words are woven into your CV—terms like “digital transformation,” “strategy,” “change management,” and “stakeholder engagement,” depending of course on the role.
Don’t overdo it, though: repeat a keyword only where it’s natural. The goal is to reflect your genuine capabilities, not to trick an algorithm. Bear in mind that a human will eventually look at it!
This is a big topic in its own right and how you can use keywords effectively and their importance to your job search is explained in our blog ‘Why Keywords are crucial for your job search’ and looks at their relevance for CVs, LinkedIn and job boards.
Pitfalls to Avoid and Common Errors
 	Separating projects from your chronological employment history. Reviewers want to see context—dates, seniority, and progression—so keep your projects tied to the relevant roles.
 	Excessively long “Key Skills” lists. More than five starts to look generic and by definition are not key!
 	Spell-check pitfalls. “Form” vs. “from,” “principal” vs. “principle,” or “formerly” vs. “formally” can slip through. Proofread carefully or ask someone else for a fresh look.
 	Mismatch between LinkedIn and CV. Dates, job titles, and achievements should be consistent. LinkedIn doesn’t have to replicate your CV, but it must align factually.
 	Poor structure. If reviewers can’t quickly see how recent your experience is or what your role involved, they’ll move on.
 
Accuracy and Honesty in Your CV
Sadly, there are candidates who inflate or even fabricate portions of their CV. This is a terrible idea—beyond being unethical it could mean you end up wating a lot of time or in a job you fail in and can amount to fraud. Hiring managers and recruiters often uncover inconsistencies by comparing records across databases, thorough reference checks, or scanning LinkedIn profiles.
 	Lies and embellishments can cost you: losing an offer, being dismissed, or even facing legal challenges for misrepresentation.
 	Consistency is key: If any part of your CV raises doubt, it can overshadow the rest of your experience.
 	Aim for positive positioning: Emphasize your achievements in their best light but always stick to the truth.
Creating a compelling Management Consultant CV is entirely achievable without resorting to exaggeration. By devoting time and attention to structure, clarity, relevance, and genuine accomplishments, you’ll present yourself as the credible, high-impact professional that consultancies value.
 
Prism Executive Recruitment has additional resources on our website to support your job search, from interview preparation to handling classic interview questions. Investing in your CV is a major step toward securing your next big consulting role—so take the time to make it shine.
Remember: Your CV’s primary purpose is to get you an interview. Everything else is secondary. Good luck crafting in a powerful Management Consultant CV!

### How to Make Your CV Stand Out
Ensuring your CV stands out from those of other candidates is the crucial first step in getting an interview. With fewer management consultancy firms currently recruiting, competition for jobs is fierce.
The following is a checklist of the essential points to make your CV stand out:
1. Think Like a CV Reviewer
Put yourself in the shoes of a busy person reviewing your CV. Or your future boss doing so! Focus on making it clear and relevant to the job and career you want and are applying for.
2. Seven-Second Rule
Can someone see your career history, skills, projects/clients and relevance for the role within seven seconds? Avoid anything ambiguous or confusing.
3. Tailor Each CV
Customise your CV for each role. This shouldn't be time-consuming if the role is a good fit. Quick tweaks can make a big difference. Tools like Jobscan are worth considering. ChatGPT can also help but requires careful scrutiny to ensure the content is accurate and not obviously AI-generated.
4. Use Keywords in your CV
Include relevant keywords and phrases to pass Applicant Tracking Systems and engage CV reviewers. If you need to stretch the truth, reconsider whether to apply! Don't overload with keywords: keep it clear and simple.
5. Keep Your CV Concise
Aim for one to two pages, with an absolute maximum of three. Information from more than 8-10 years ago should be brief, focusing on your career trajectory with headline details about employers and job titles.
 
6. Essential Information
Include your mobile number, email address, academic background, relevant qualifications, LinkedIn URL (ensure it supports your CV), and possibly nationality/right to work status.
7. Highlight Clients and Projects
For management consultants, list relevant recent work to showcase achievements, industry knowledge, experience, and your role in projects.
8. Get a Second Opinion
Ask someone you trust to review your CV and provide honest, informed feedback.
Common Pitfalls to Avoid
1. Excessively Long CV
Avoid long CVs. Recently, we received a 21-page CV, but even four pages are too many. Good presentation skills and emotional intelligence are key in many roles: show this by keeping your CV to 1-3 pages.
2. Typos and Errors
Ensure your CV is error-free. Mistakes are unacceptable in such an important document, especially in a field that values attention to detail.
3. Inaccurate Employer and Job Titles
Use correct names and titles. For example, it's "PricewaterhouseCoopers," or "PwC" not "PriceWaterhouseCoopers" or "PWC." Ensure job titles are accurate: it’s “Principal Consultant not “Principle Consultant”
4. Lack of Consistency with LinkedIn
Make sure your CV matches your LinkedIn profile.  Discrepancies can raise questions about accuracy/attention to detail and integrity.
5. Poor CV format
Structure your CV so that people can find the information they’re looking for easily.
6. Weird Format
Stick to conventional formats. Avoid using PowerPoint, image files, or landscape layouts, as these can both put off the CV reviewer and disrupt Applicant Management Systems.
7. Lack of Clarity
Don't make the reviewer have to ask questions. Who is that employer? What do they do? What did you do in that gap? Was that role permanent or interim? Why do those dates overlap? What were your main clients and projects? What is your Right to Work/Nationality?
8. No Contact Information
Ensure your CV contains your contact details: putting them in your email isn’t enough.
 
 
 
See the Candidate Services section of our Guides for a wealth of information and advice to help with your job search.
For more information on the job market, or to discuss your hiring or career plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Management Consulting firms: staff retention is a key challenge
A faltering economy inevitably means that some consulting firms’ focus flips from growth to survival and, despite best intentions, the people side can take a back seat.
The cliché “people are our greatest asset” is there for a reason but there is plenty of evidence that many UK management consulting employees are either considering a job move in 2025 or are actively looking.
Beyond the obvious reason i.e. redundancy (or fear thereof) many are concerned for future career and salary growth, unhappy with the projects they are working on or worried about changes in the company culture and values.
Therefore in a flat economy,  UK management consulting firms face the challenge of retaining top talent amidst tight budgets and limited career growth opportunities.
There is considerable evidence of increasing employee unease, verging on dissatisfaction within many management consulting firms.
The redundancies in some of the major consultancy firms in 2023 and 2024 have been well documented but smaller firms are also encountering difficulties.
With signs that the economy and job market may be beginning to improve firms need to take steps to avert the looming staff retention crisis.
 
What should firms do to keep key talent?
 
Ensuring employee happiness in small and medium-sized management consultancies involves a multifaceted approach that focuses on creating a positive work environment, offering professional growth opportunities, and recognizing the individual needs of employees. Here are some strategies that can be implemented:
 
 Foster a Positive Work Culture
 	Cultivate an inclusive, supportive, and transparent workplace culture where every employee feels valued and part of the team.
 	Encourage open communication and feedback, allowing employees to voice their ideas and concerns.
 
Offer Competitive Compensation and Benefits to your Staff
 	Where possible ensure salaries are competitive. They don’t always need to be upper quartile but if they are ‘average’ or below then you are vulnerable.
 	Provide good benefits packages, including health insurance, pensions and bonus/profit share schemes that actually deliver. Many smaller firms view this as a low priority: it may be so for the Partners/Directors but not the other ranks!
 
Promote Work-Life Balance
 	Encourage flexible working hours and the option for remote work to help employees manage their personal and professional lives effectively.
 	Respect boundaries between work and personal time, ensuring employees can fully disengage from work during off-hours.
 
Provide Professional Development Opportunities to aid staff retention
 	Invest in employees' growth through training programs, workshops, and courses that enhance their skills and knowledge.
 	Support career advancement within the organization through clear career paths and promotion opportunities.
Ensure Meaningful Work
 	Assign projects that align with employees' skills, interests, and career goals, ensuring the work is engaging and fulfilling.
 	Involve employees in decision-making processes outside “just” client work. Give them autonomy in their roles, enhancing their sense of ownership and satisfaction.
 
 Recognition and Rewards for Staff
 	Recognize and celebrate achievements and milestones, both at an individual and team level.
 	Implement a rewards system to acknowledge outstanding performance, which could include bonuses, extra time off, or public recognition.
 
 Clearly prioritise Health and Well-being
 	Offer wellness programs that may include mental health support, fitness memberships, or wellness challenges.
 	Create a safe and healthy work environment that supports both physical and mental well-being.
Encourage Team Bonding and Social Interaction
 	Organize regular team-building activities, social events, and off-site retreats to strengthen relationships among employees.
 	Foster a sense of community within the workplace, encouraging collaboration and mutual support.
 
Regular Check-ins and Support
 	Conduct regular one-on-one meetings to discuss employees' progress, challenges, and aspirations.
 	Offer support and resources to help employees manage work-related stress and personal challenges.
 	Adopt a “Mentor” scheme so employees can raise concerns or discuss their needs with someone other than their immediate line manager
 
By implementing these strategies, small and medium-sized management consultancies can create a work environment that supports employee happiness, engagement, and retention. It's important to regularly assess and adapt these strategies based on feedback and changing needs to ensure they remain effective.
 
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment via our website or chris.sale@prismrec.co.uk.
 

### How to have a great interview - top tips to get a job offer
Glassdoor surveyed several hundred hiring decision makers (recruiters, hiring managers, HR professionals etc.) across the US and UK to find out what they thought were the most important characteristics of a successful job candidate. This, coupled with results of an earlier larger survey of over 2000 hiring managers, gives valuable insight into decision making criteria. Some of the findings are not surprising but clearly these decision makers are still meeting candidates who make some pretty basic mistakes.
Based on this research and our extensive first-hand experience, we’ve put together some essential interview tips.
How to impress and what not to do at interview (video and F2F):
1.    First impressions count
It’s a cliché but unfortunately it’s also true: 33% said they claimed to know whether they were going to hire someone in the first 90 seconds.
 	70% of employers don’t want someone overly fashionable or ‘trendy’. In conservative professions or client-facing roles that figure will be even higher. A faux pas even at senior levels could be unconventional or “statement” hair or clothing. So if you do have a slightly quirky style, perhaps tone it down a little or think about whether this is something you want to compromise.
 	The most important impact is the non-verbal: 55% say dress, posture, or your manner is key. 38% will make instant judgements on your voice, grammar and how confidently you speak. Before you enter the room or start the call, make a conscious decision to clear your throat or if F2F stand up straight and you will go in feeling more ready!
 	Only 7% say first impressions are gained on what you actually say.
This may not seem reasonable or fair, but evidence suggests that conscious or unconscious bias around how you project yourself has a significant effect on interview success.
2.    Preparation is Key
The Glassdoor survey revealed that 88% of hiring decision-makers believe "an informed candidate is a quality candidate." Such a candidate can be identified by a number of characteristics and your preparation should concentrate on ensuring you have done your homework.
This should include:
 	Researching the company, the market it operates in and main competitors
 	Understanding the organisation's culture and values
 	Finding out as much as you possibly can about the job role: even if only revisiting the original advertisement.
 	Reviewing your qualification(s) for the role and being able to demonstrate relevant experience
 	Being clear about why you are interested in the job and the company
3.    Consider possible interview questions
Review your CV. Spend time considering common interview questions and how you will demonstrate your suitability for the role. For example, you may be asked:
 	Give me a quick walk through your CV
 	Why do you want to work for us?
 	What do you know about us/the job?
 	Why did you leave/do you want to leave your job?
 	What was your experience in role x?
 	Where do you see yourself in 5 years/the longer term?
It is also important to have one or two questions to ask the interviewer, although obviously nothing which could indicate a lack of preparation!
4.    What to avoid
Whilst it is important to concentrate on adequate preparation, be aware of the pitfalls and dangers  with some of the most common interview errors:
 	Too little or too much eye contact
 	Arriving late or too early: 5-10 minutes before is ideal, and a couple of minutes before a video meeting, not more
 	Too serious or “closed” no smiling or warmth
 	Bad posture, bad body language i.e. arms folded across chest, manspreading if F2F
 	Weak handshake….or too strong if F2F. No one likes an overt powerplay.
 	Fidgeting
 	Limited knowledge of the company or role
 	Not demonstrating interest or enthusiasm for the job or the employer
 	Concentrating on what you want rather than what you can offer
 	Over explaining why you lost your last job or want to move
 	Lack of preparation or “bluffing” it
Finally, if it's an in-person meeting ensure you are not rude or inattentive to other employees or reception staff. You need to impress every person you encounter at the company and their opinions may be sought. While you may be nervous and focused on remembering any questions you have prepared, if you come across as distracted or impolite, it could set a negative tone early on. From the moment you enter the building, you should be aware that your interview has effectively started.
 
We have more advice and help with your job search, interview preparation and career development in our Guides elsewhere on our website.
 

### Skills-Based Hiring OR CV Screening in Management Consultancy Recruitment?
How do you balance skills-based hiring and CV evaluation to ensure effective management consultancy recruitment?
Recruitment is one of the most significant responsibilities for board-level decision-makers. The process determines not only the quality of new hires but also the strategic trajectory of the organisation. Recently, a lively debate has emerged around the efficacy of traditional CV-based recruitment versus skills-based hiring. The former relies on a candidate’s past roles and experiences, while the latter prioritises demonstrated competencies relevant to the role at hand.
Both approaches have distinct advantages and limitations: it's NOT either/or!
Surely a balanced methodology that integrates their strengths should yield the most effective recruitment outcomes?
This article explores how to create a recruitment process that merges the insights provided by CVs with the practical focus of skills-based hiring.
 
The Role of CVs in Recruitment
The traditional CV remains a cornerstone of the recruitment process, particularly for roles requiring senior and experienced hires such as management consulting. CVs provide an overview of a candidate’s professional journey, highlighting past roles, responsibilities, achievements, and educational credentials.
For these positions, the CV is an invaluable tool to assess an individual’s career trajectory, progression, and exposure to challenges.
Advantages of CVs
1. Historical Context
A CV provides a narrative of a candidate’s professional growth. This historical insight can indicate readiness for both client facing and leadership challenges based on patterns of success and increasing responsibility.
2. Credibility Through Proven Experience
Past achievements may justifiably serve as a proxy for future potential. A history of delivering measurable outcomes in similar roles can reassure decision-makers about a candidate’s ability to replicate that success.
3. Cultural Fit and Strategic Insight
CVs can signal alignment with the organisational culture or industry. For instance, candidates who have worked in sectors with similar operational complexities may bring relevant insights.
Limitations of CVs
However, relying solely on CVs can lead to blind spots:
 	Overemphasis on Tenure.  Candidates with lengthy experience but limited demonstrable impact, which may be difficult to assess, can be favoured over those with shorter, more impactful careers.
 	Bias Risks. Information on CVs, such as education or previous employers, can unintentionally influence decisions, “for or against”, based on subjective preferences rather than role-specific requirements.
 	Static Data. A CV is a snapshot, often lacking real-time validation of skills or capabilities.
The Promise of Skills-Based Hiring
Skills-based hiring shifts the focus from experience to the current and actual competencies required for a role. This approach evaluates candidates through practical assessments and situational challenges, aligning closely with the job’s demands.
Advantages of Skills-Based Hiring
1. Focus on Capability
Skills-based methods evaluate candidates on their ability to perform specific tasks, offering a direct measure of job readiness.
2. Inclusive Recruitment
By prioritising skills over traditional credentials, this approach can broaden the talent pool, attracting candidates from different educational and professional backgrounds.
3. Adaptability to Changing Needs
In dynamic industries, job requirements often evolve rapidly. Skills-based hiring ensures the emphasis remains on competencies that meet current challenges, rather than possibly outdated qualifications and experience from many years ago.
Challenges of Skills-Based Hiring
Despite its merits, skills-based hiring is not without its limitations:
 	Loss of Context. Ignoring past experience may omit valuable insights into how a candidate has navigated challenges, worked with teams, or led initiatives.
 	Difficulties in Assessment Design. Creating effective, role-specific skills tests can be resource-intensive and may not always predict long-term performance.
 	Potential for Narrow Evaluation. A hyper-focus on specific skills risks overlooking broader competencies like strategic thinking, leadership, or cultural alignment.
Integrating CV Insights with Skills-Based Approaches
The most effective recruitment process blends the strengths of CV-based evaluations with skills-based hiring.
Here’s how to structure a process that benefits from both methodologies:
1. Define Core Role Requirements
Begin by clearly identifying the key competencies, experiences, and personal attributes required for the role. This includes both technical skills and softer qualities, such as leadership, adaptability, and cultural fit. By doing so, you establish a framework that balances skill evaluation with contextual understanding.
2. Use CVs as a Screening Tool
Leverage CVs during the initial stages of recruitment to:
 	Identify Relevant Experience. Assess candidates with histories of tackling challenges e.g. a client’s business problems, similar to those they would face in the role.
 	Spot Leadership Indicators. Look for evidence of initiative, innovation, and progression in previous roles.
 	Shortlist Candidates for Further Evaluation. Use CV insights to create a pool of candidates whose experiences align with the role’s broad objectives.
3. Introduce Structured Interviews
Combine insights from CVs and assessments during structured interviews. Use standardised questions to:
 	Probe deeper into the experiences highlighted in the CV.
 	Discuss the rationale and approach taken during skills-based assessments.
 	Evaluate alignment with the organisation’s long-term vision and culture.
4. Design Skills-Based Assessments
Incorporate practical assessments into later recruitment stages. Examples include:
 	Case Studies and Simulations. Ask candidates to solve real-world problems relevant to the role, offering insight into their decision-making and problem-solving abilities.
 	Role-Specific Tasks. Evaluate proficiency in specific tools, frameworks, or methodologies essential to the position.
 	Soft Skills Evaluations. Use behavioural interviews or situational judgement tests to assess leadership, teamwork, and adaptability.
5. Consider Leveraging Technology for Unbiased Evaluation
AI-driven tools can help minimise unconscious bias by anonymising CVs during initial screening or scoring skills assessments objectively. However, decision-makers should ensure these technologies are transparent and free from algorithmic biases.
6. Prioritise Continuous Improvement
Regularly review the recruitment process to ensure it balances fairness, efficiency, and effectiveness. Gather feedback from hiring managers and candidates to identify areas for refinement.
 
Benefits of a Hybrid Approach
Adopting a recruitment process that integrates CV evaluation with skills-based hiring offers several advantages:
 	Comprehensive Candidate Assessment. By considering both historical experience and demonstrated skills, decision-makers gain a holistic view of each candidate.
 	Reduced Hiring Risks. Skills-based assessments validate a candidate’s abilities, while CVs provide reassurance about their readiness for leadership and alignment with organisational goals.
 	Enhanced Diversity. Combining these methods widens the talent pool without compromising on quality.
 
Conclusion
The debate between CV-based recruitment and skills-based hiring need not be a binary choice. For experienced and more senior roles, especially in fields like management consulting, an integrated approach ensures that organisations benefit from the historical insights offered by CVs and the practical rigour of skills assessments.
Senior hiring and HR leaders should prioritise creating a recruitment framework that reflects the complexities of the role and the organisation’s strategic vision. By striking a balance between the old and the new, they can build teams that are not only highly skilled but also well-suited to drive long-term success.
 
 
For more information on the job market, or to discuss your hiring plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Why you left your last job: what to say in an interview
We tackle that inevitable but sometimes tricky point at the interview where you’re asked ‘Why did you leave your job?’ or “Why are you thinking of leaving?”  Like all interview questions, it’s essential to prepare in advance and consider how you might answer. Prism’s website has some great information and suggests how you can answer some classic interview questions.
Why might you be asked this question?
As with all interview queries, the trick is to identify the purpose of the question being asked. Then you are better placed to give a considered, relevant response.  By asking this particular question the interviewer is trying to establish whether you have (in their opinion!) good reasons for leaving your jobs because that will shed light on how long you might stay with your new role. If there is a hint you are bored easily, lack resilience or have expectations the company can’t meet or manage then you might not hang around. They are also seeking clues as to your motivations and what you are seeking in a new post.
This question, in particular, can be tricky to answer.  The ‘why are you leaving’ question is best answered directly and honestly with a positive slant so that they can move on to the next one. Often the interviewer wants a brief answer by way of reassurance rather than detail. Only if they are not happy with your answer, or you have many recent job moves, will they dig deeper?
Whatever your reason for leaving, make sure you frame your reply with a positive perspective of how those reasons shape your drive and ambition to succeed in the role you are being interviewed for.
If you are NOT actively seeking a move, or perhaps have been headhunted for the role, the question presents a great opportunity to gently flatter with reference to the attractions of the role and employer....which after all is why you are at the interview!
Before addressing positive ways to respond, let’s identify ones to steer clear of:
 	Never bad-mouth or openly criticise your previous employer in an interview situation. However accurate or fair it is likely to be considered unprofessional.   If you respond in this way to the "leaving" question, there is a risk the interviewer will question your integrity and it is unlikely you will be seen in a favourable light.
 	Avoid discussions about personality clashes with co-workers or your boss.
 	"I was fired". If that is the simple truth try and consider ways of framing it better. However, don’t lie and you need to keep in mind background and reference checks.
Be careful with framing these reasons:
 	The role wasn’t as described at interview. This can be a good answer but there is a delicate balance to be struck between implying they were lying and suggesting you failed to do your due diligence.
 	The project came to an end. If you were recruited and accepted a job for one project that’s fine but it is essentially a contract on less money so you need to consider how to make it part of your career plan. There’s also a risk that it looks like they decided against offering you new projects or another job when that one finished.
 	I was made redundant/offered a package. Absolutely not the stigma it may have once been. However, ideally should be framed in positive terms as part of a natural career choice (see below) and/or you were offered other roles but they weren’t quite right. Also, it’s of course much better to be honest than be evasive. Vague answers like “I felt I needed a break” or “I wanted to concentrate on my job search” (and lose the security of a monthly salary cheque..!) when you were in fact simply made redundant, can raise concerns unnecessarily.
 	Too much travel or poor work-life balance. There is a risk you might appear work-shy or raise the query of whether you should have known what was required when you accepted the role. Clearly, if your circumstances or requirements of a role had changed that’s fine. If the demands of the job were indeed extreme, quantify these at interview. This might help persuade a potential employer that you are not afraid of hard work when needed.
 	A former boss contacted me: a great reference and endorsement providing it was a logical, good career move. If not, it can make you appear impulsive.
 	I felt underpaid. It might seem unfair that the advice is to tread carefully but the risk is it may appear your employers didn’t consider you were worth more, or that you’re motivated mainly by money.  The interviewer will prefer that your main drivers are career orientated considerations.
 	For personal or health reasons. To add a note of caution here might seem unreasonable. However if one considers again the reason why the question is being asked such matters can raise the possibility that they might happen again. Or that you bring your personal life to work.
 	Not promoted raises the question as to how your employer rated you. It is best framed if possible in a context that doesn’t cast doubt on your performance. For example, poor company results meaning promotions are on hold. Or a very clear bottleneck above you. If there’s only one slot and a large number jostling for it that’s not so bad. Another acceptable reason is if one or more of your sponsors/backers/mentors leaves so you end up without anyone fighting your corner.
Entirely acceptable responses to the question might be along the lines of:
 	You had been at the company for a while and sought a new opportunity to advance your career and/or a new challenge.
 	Although you weren’t actively looking you were offered a bigger or more senior role with another company. You took the opportunity to take the next step up.
 	You were in a great role and employer but the next career steps were unclear or you’d reached a ceiling (why?).
 	You were hired for a particular role. Unfortunately over time priorities had changed and the role ended up being different or less challenging.
 	Following a takeover/merger/new CEO things had changed (fewer opportunities, the threat of redundancy, different culture or values, restructuring, you joined a small firm and found yourself in a large one etc).
 	I’m seeking an opportunity to do x. “x” of course should ideally be aligned with the role and the employer you are being interviewed for. For example “I’m looking for an opportunity to join a smaller and more entrepreneurial employer in a broader role”. Assuming, of course, that is how they would see themselves!
Essentially be mindful of how any interviewer may interpret your answers.
Prism has a number of articles on interviews and interview questions here which may help you in your preparation. 

### Management Consultancy Career Planning: Smaller Boutique or Big Brand?
Even though the job market is quiet, perceptive management consultants will always be considering next steps as part of their consulting career planning. There are many considerations but one of the most important is a decision on the likely scale of the future employer.
The value of brand in consultancy career planning
In general, trying to aim for some consulting experience in a large brand name management consulting firm is a high career priority for all management consultants. It is seen by most employers as a badge of candidate quality, training, and competence. They may be mistaken but that’s not the point!
Paradoxically even smaller consulting firms will often seek this: partly for the reasons stated but also because their own clients look for it in the consultants the firm will place on their projects.
It's difficult to say "how much" but perhaps as a guideline c3 years+ and ideally at least one promotion (to show they valued you).
Common misconceptions when consultancy career planning
It used to be thought that small firms were financially risky and employees are ‘safer’ in larger firms but several recessions have shown that the big consultancies and technology players are ruthless about getting rid of staff when utilisation levels drop so there is no greater job security. Indeed in many situations the reverse may apply.
In fact "risk" can cover lots of areas of a role and career: risk of uninteresting work, risk of becoming too niche or too broad, risk of lack of career progression, risk of a poor culture, risk of poor work/life balance etc.
Historically smaller management consulting firms often meant smaller projects or Tier 2 clients but that is emphatically no longer the case. For many reasons these consultancies can represent a very compelling proposition as a consulting firm supplier for even the most Blue-Chip corporate with the most complex projects, albeit of course for some the default option may be the Big Brand.
In reality of course the definition of employer scale is very arbitrary and one could equally look at Small, Medium and Large or any other terms!  If you are working for IBM or Accenture almost all other consulting firms are Small or at least “Smaller”.  Less well-known firms can be 5 consultants, 50 consultants or 500 consultants and not all the points below will always apply.
Large consultancy firms – the pros and cons
Large firms often (but not always!) offer the following plusses:
 	Upper quartile pay and potentially significant overall earnings at Director and Partner level. Linked to this there is often a comprehensive benefits package that can add 10-20% overall
 	Structured career path and associated training
 	Major name clients and both large and varied projects with associated learning and experience
 	Innovation and leading-edge thinking
 	Contact, learning and mentoring from high calibre colleagues
 	Operational support & infrastructure
 	CV enhancing brand name
The negatives:
 	Sometimes bureaucratic, inflexible with more hierarchy
 	Structure may limit the variety and range of work and experience while audit conflicts might limit the range of clients
 	Highly competitive especially at senior levels which may limit promotions
 	Sometimes thought to be political in culture
 	You will be a small fish in a very large pond,  even at senior levels, so there may be limited opportunity for influence or impact, or to get noticed
 	Limited scope for ‘white space’ activity e.g. developing new markets, new clients, new thinking, because almost certainly someone else has done so or there’s a reason why you can’t
 	Potentially poorer work/life balance with long hours and no influence on client/project locations
 	You may be in a team occupying a small niche, defined by a sector and a service line
Smaller management consulting firms – the plusses and minuses
A smaller firm doesn’t have the brand name to open doors to the same extent but does have advantages:
 	The consultant will be more visible both with clients and with their employer
 	As a big fish in small pond there is more scope for you to have a say/influence
 	Potentially a greater variety of projects and fewer restrictions
 	Sometimes high growth which can equate to accelerated career progression and fewer barriers
 	Greater responsibility: especially on smaller projects with more opportunity to own the assignment and see it end to end
 	Broader role especially for less senior consultants: more scope to take on additional responsibilities, get involved in sales or other business development or internal development projects
 	The potential for bigger bonuses (for sales contribution especially) and equity/shares
 	Warmer and more friendly culture and values. Sometimes perhaps more of an altruistic core
 	More specialist in your area of interest and focus (depending on the firm!)
On the downside:
 	Sometimes less potential to influence what work you are put on, or where, as a small firm may have less choice
 	Less support/infrastructure
 	Potentially much more "hands on" with projects and a need to undertake more "junior" work
 	Founder owner/managers can be micromanagers and unwilling to cede control/decision making
 	May be reliant on small numbers of breadwinners so vulnerable if they leave
 	Sometimes difficult to move to a large firm, depending on level, unless you've already worked for one
 	A bit claustrophobic: difficult to avoid people you don’t get on with!
 	While salaries can be competitive, benefits are rarely as good as found in large employers
 	Variable “quality” of colleagues…. although this can be a strength too as less competition
 	Sometimes smaller projects and smaller clients.
The path to good consultancy career planning
The above lists should act as a starting point for  probing questions and due diligence in the interview process. Indeed it is highly likely that a smaller firm will, in turn,  want reassurance that you have fully considered the pluses and minuses of a firm of their scale and are actively seeking an employer of their scale.
As with many aspects of management consultancy career planning, there is rarely a “right” answer. Invariably it is dependent upon where someone is on their career path and what their motivations and drivers are.
However, I tend to raise an eyebrow when people say “I’m pretty flexible really: no firm view”. The two options are SO different this flags up to me that they may risk making the wrong choice. While it’s good to be open minded, for this reason it’s important to consider career planning before an active job search.
For more advice on your management consultancy career choices there is a wealth of information here. We are a specialist management consultancy recruitment firm with in depth experience of the management consulting job market. 
Feel free to contact us here and if we can assist we will!

### Why keywords are crucial for your job search
A recent estimate suggested that fewer than 20% of job applications are read by a real person.
The rest are screened out by LinkedIn or other job boards and the recruiter or employer’s systems which decide based on your CV and/or your answers to screening questions.
Also you may be hoping that having registered with a recruiter or uploading a CV to a job board you will be contacted about other roles. This can also apply if you are an “associate” i.e. a contractor, on the books of a management consulting firm.
 
However often whether they contact you is dependent on your CV featuring in searches and also  being towards the top of a ranking list.
What technology do recruiters and employers use?
Technology is of course used in all aspects of life to speed up processes and reduce human intervention. Anything that can be done to automate time-consuming processes potentially saves money.
In recruitment, Applicant Tracking Systems (ATS) have been used since the 90s to store information on applicants. But increasingly both employers and recruiters make use of technology and AI to screen applicants both manually and automatically. The aim is to identify relevant candidates. This allows recruiters and hiring managers to focus on individuals thought to be suitable for further dialogue.
The technology uses keywords (to be clear this actually means words and phrases) in order to facilitate the recruitment process. It is, therefore, crucial to understand the importance of using appropriate keywords. This can ensure your CV is near the top of the pile when you apply for a role or a search is undertaken for a particular set of criteria. Also, if you have a LinkedIn profile, correctly using keywords on it can help recruiters and head-hunters find you.
What is less widely appreciated is that keywords ALSO ensure that your profile readily stands out to a real human being, who may be looking at many other applicants’ CVs, or candidates on a system, or LinkedIn profiles.
How are Applicant Tracking Systems used?
These software applications enable the electronic handling of job applications and related candidate information. Applications received by either a recruitment agency or an employer will be automatically or manually uploaded to an ATS. This will extract information from your CV to create a record of your job history on a recruiter or employer’s database. This has been the case for many years.
Increasingly however this information will be used to automatically screen you for the role you have applied to.
It is also commonly used to match you against future roles.
Consequently, anything you can do to make your CV demonstrate that you can provide the correct skillset can only increase your chances.
As a starting point, it’s vital to have a well-defined idea of the job you are seeking  You can then optimise your CV and LinkedIn profile for that type of job through the use of keywords. If you are applying for a specific job, your CV should be tailored to that role using the same tactic.
How do you help the ATS to select your CV?
In theory, it’s quite simple. Many ATS systems use keyword search or selection (and may employ other contextual filters too). As mentioned, without the right keywords, your CV may never get shortlisted or seen by a real person despite you being the perfect candidate for a job.
You want to appear in searches that most aptly reflect your skills, experience and career aspirations. The truth is that with the increased use of ATS and AI based screening you may struggle to get your CV seen by the right person as your CV stalls at the automated gatekeeper.
Not only should you make your skills and knowledge sound appealing, but you must also identify and include essential keywords to ensure you reach the desk of the recruiter or hiring manager in the first place. Clearly, once you have done so, the human being making further decisions will also be influenced by keywords.
 
What is a keyword?
Keywords are words or phrases which are commonly associated with a specific job title or position. It may be that there are specific skills, abilities or certifications required for the role. Keywords are the words you would type in, the buzzwords or jargon associated with a specific industry or job role.
Critically they are the terms you will find in the advertisement and job description.
In order to identify the keywords for your own profile, do some research  and there are tools you can use to help identify the most appropriate keywords for your CV.  Jobscan has some good advice on identifying relevant keywords.
ATS screening works by matching your CV and specifically the keywords you’ve used, to the candidate requirements stated in the candidate specification and (hopefully!) the advertisement. The better your CV matches the keywords in the advertisement or job description, the higher your CV will rank in any ATS.
Make sure that you use keywords advisedly and naturally. Don’t artificially excessively add them to your CV or LinkedIn profile. Many Applicant Tracking Systems can identify ‘keyword stuffing’ and may discount your CV.
How should you use keywords?
1. Job titles
These are perhaps the most obvious keywords. Whilst many job adverts use broad job titles such as “Management Consultant” or “Programme Manager”, invariably the title on your own CV may be slightly different! So it’s important your CV uses relevant job titles where possible. It is not always immediately apparent to a recruiter how relevant someone with an unusual job title is, so it would certainly present unnecessary challenges for an ATS.
You can always add the actual contractual job title in addition on the CV. The intent is NOT to mislead but to enable the system and the human to more readily understand what role(s) you have held that make you relevant for the role you are applying to.
By searching either on Google or specific job boards it’s not difficult to identify the types of job titles used by the employer: as mentioned,  not to mislead but to make sure job titles you use on the CV are industry recognised for the job that you do.
An important consideration is to try and put yourself in the shoes of someone hiring for the job you want or feel you are suitable for and ask the question “what job title would they look for?”
It is also important to make it easy to for a reviewer or ATS to understand your level by using words such as Senior Manager/Director/Lead as appropriate.
2. Skills
In order to gain traction with your CV, it’s important that the skills keywords you use not only reflect what you have done previously, but they also need to be identifiable as the skills a hiring manager or recruiter is looking for. These will be specified in the candidate description/advertisement and form part of any automated screening.
Make sure that the skills you include form part of the skill profile for the job you are seeking and applying to.  Research the skills of those you know with a similar career path or those you aspire to follow. Also make sure you include both “hard” experience skills  and softer skills such as tenacious work ethic, conflict resolution or self-confidence.
3. Job-specific and industry-specific jargon
Generally speaking, people complain about the use of business jargon outside of the office. Many people try to avoid it as a result. However, during your job search and production of your CV, it’s vital that you use  relevant industry-specific phrases and words. Otherwise, an Applicant Tracking System searching for that specific experience or knowledge will pass you by.
You must ensure that your CV includes the information, skills and experience specified in the particular advertisement. All common sense of course but unlike a real person the ATS won’t be able to make an inference! Be careful not to be TOO specific. You may think everyone knows what TMT means but if an ATS is looking for “telecoms” you won’t be spotted.
4. Keywords in LinkedIn
Over 90% of recruiters reportedly use LinkedIn to find suitable candidates for jobs. This is often done by keyword searching. The profiles returned will be those who have used industry/role specific keywords in their LinkedIn profile. Whilst a LinkedIn profile is not intended to replace a CV, it is important that keyword searches are considered. Furthermore, upon receipt of an interesting CV, most recruiters will also refer to a candidate’s LinkedIn profile. It should therefore support and complement your job applications. More advice on how to ensure head-hunters call you can be found in our LinkedIn guide. Make sure that your profile promotes your business credentials and encourages recruiters to reach out to you.
5. Format your CV correctly
Many job seekers want their CVs to look visually appealing. This might seem like a good idea, but once in an ATS it might be in the system's standard format.  Graphic design elements, unusual formats, unusual headings, logos, tables and columns can confuse the ATS and mean that keywords are overlooked by the algorithm. It may also be that a human sees this amended ATS version rather than the beautiful document you were hoping would catch their eye! Putting key information in a header or footer may mean it’s ignored because the ATS can’t “see” it. Images will not generally be imported: that doesn’t matter if it’s a photo or your employer’s logo but is critical if it’s a block of text.
Your best bet is to stick to a simple design that’s easy to read.
6. Tailor your CV to the job advertisement
 	Identify the job title and required experience and add it to your CV heading or Summary. This could be what the ATS has been programmed to look for. It will certainly help a real person when they skim read it!
 	Identify the essential keywords and key phrases. Carefully read through the advertisement. Highlight the skills, or keywords, that appear most often and ensure these are in your CV. Be honest but be aware an ATS doesn’t compensate for modesty! These are usually hard skills. Hard skills are specific abilities and knowledge based on experience and training. Don’t use synonyms: if they have stated “customer experience” the system may not know that “CRM” is very similar.  As per above, this will also help the CV stand out if a human is looking at it.
7. For agencies, consultancy firm’s “associate” pools and job boards: put yourself in the role of the person filling your ideal job
For a more generic situation (i.e. not job specific) you have to use and decide on ONE CV. So put yourself in the position of someone seeking the ideal candidate for your ideal role and include keywords to help the algorithms select your CV.
In summary
You may feel you have a good relationship with various recruiters (agency and “in house”) and hope they will keep you in mind should a suitable vacancy arise. Whilst this may be true in a specialist executive recruitment firm like Prism, busy recruiters in larger agencies may receive several hundred applications for a job which may be filtered by an ATS. Or they may have a recruitment system to search with thousands of candidates, most of whom they will not know anything about because they have a relationship  with other recruiters in the firm. Again the technology will produce a ranking of candidates often based on a CVs'  keywords.
If it does get read by a human your CV will be subject to the “7-second rule” i.e. the average amount of time a CV is initially read! In both cases, decisions will be made with keywords playing a key role.
Keywords are critical to the success of your job search. Therefore it is well worth investing time to research and include the most relevant to your CV and digital profile.
Further advice
We have more advice and help with your job search on our Candidate Services page including CV writing, and updating your LinkedIn profile. We also have a comprehensive guide to answering a range of interview questions you may encounter.
See our Vacancies page for a selection of our current vacancies.

### Top tips for a video interview
One of the few upsides of the Coronavirus lockdowns was the revolution in interviewing. Video was once seen as at best a bit quirky and mostly a non-starter.  For much of the pandemic it was the only way and is now the norm with perhaps a face to face at final stage or to “seal the deal”. Video interviews or meetings are more convenient and time effective for both sides.
Your key priority of course, if you’re considering a move, is to enhance your likelihood of being offered an interview for a consulting job. You can do this by producing a great CV and LinkedIn profile and an effective job search strategy.
Even in a more buoyant market where you might have interest from a number of employers the best jobs will always be highly competitive.
So if you have the offer of an interview you will always want to maximise your chances of getting to the next stage.
The importance of communication in video interviews
For both the hiring firm and the candidate, making a good impression at this stage is crucial and may be your only opportunity to do so. Video interviews are every bit as important as face-to-face. While you may be very confident of your abilities in the more traditional meeting format some measures are needed to ensure a two-way video call is a success. An excellent tip is to approach it in the same way as a "traditional" interview including ample preparation. 
A further consideration is that much client interaction is now conducted via video so a consultancy employer will also have this in mind when evaluating a candidate i.e. assessing their credibility and impact over this virtual medium.
You may need to somehow do more to make a memorable (and favourable!) impression. Video can miss physical clues and endless Zoom/Teams calls can become a blur for interviewers.
Preparation for the interview is key
A Glassdoor survey revealed that 88% of hiring decision-makers believe “an informed candidate is a quality candidate.” Ensure you have done your homework as you would for a face to face interview .
First impressions count
A cliché but true: 33% of interviewers claimed to know whether they were going to hire someone in the first 90 seconds. This may not seem fair but is as true of video interviews (e.g. Zoom, Microsoft Teams etc.) as face-to-face.
There is much advice and guidance available on this topic but the key points to consider are around your initial presentation and impact.
Technical preparation for your video interview
 1. Test run your equipment
Ensure your device is plugged in or fully charged: video calls are much more draining than many other uses. Also consider a quality headset: the audio is often much better.
Some video software works best on Chrome and not all works well on Safari (Apple). With some you can inadvertently have the link open more than once and it may cause echo: close all other links and browsers!
Use a steady camera, ideally the one built into your laptop. If you have to use mobiles then rest smartphones or tablets on a flat surface or, ideally, in a holder. No employer is impressed by you holding a device in your hand and it looking like a recording of the ‘Blair Witch Project’.
Make sure audio and video is switched on and that you have "allowed" these in your browser, if asked.  Test your audio and camera including reviewing position and background (see below). Sometimes the link's default is video OFF. Ensure the video is on when you connect even if the interviewer's isn't.  NB occasionally interviewers leave the video off but don't let that unnerve you and always remember they can still see you!
2. Check your connection
Make sure to test your connection (WiFi or ideally cable) beforehand. If at home or you have low bandwidth, ensure you have exclusive use of the connection and that others aren’t attempting to stream or download. Keep in mind that a borrowed interview room in the depths of your office won't have a good mobile signal if you're planning to use that.  Also avoid using your phone as a WiFi hotspot for your laptop unless you are very confident of the signal.
Check that both sides know account and connection details. Skype can be especially problematic in this regard. If using WhatsApp or Skype (rare but still used!) decide who is calling who if necessary. Agree a backup plan e.g. a mobile number, but don't be tempted to give up on the video option. Telephone calls are not a substitute for a thorough virtual interview. There is no excuse for claiming to not be au fait with video technology as it has become part of normal life. Furthermore, if you can't get it right during an interview, then the interviewer may wonder if you can handle video communications during the role if they were to hire you.
3. Close all apps
Close other programmes that may cause interruptions or distracting notifications such as Outlook, Facebook and Twitter. Not only can it throw you off, and use bandwidth, it can also appear unprofessional as it could be noticed by the interviewer that you're constantly glancing away. Turn off any notifications to ensure nothing disturbs the interview.
4. Keep your account professional
With some video apps there may be account names or photos. The prospect of an interview with “kittenluvver123xxx” is hardly going to fill an employer with optimism. Perhaps stick to your name or initials to maintain professionalism.  Also, ensure the account doesn’t reveal unhelpful personal information or unprofessional photographs. Family pictures are fine if the agreed format is clearly using a personal medium e.g WhatsApp but again caution is advised.
5. Do a trial run of the video interview
Practice in advance and perhaps a trial run with a friend. There are also great practice interview tools available on line and you can record and then review how you come across.
6. Rehearse screen sharing
Not everyone is familiar with this but it's entirely possible you might wish to share documents or other information to go through. Ensure you know how to do so and, in particular, that the correct versions of the right documents (CV for example) are available and obvious when you click on "Share Screen", rather than anything confidential or personal.
General preparation for your interview
7. Questions and answers
Consider your answers to likely interview questions and how to show your suitability for the management consultancy role. Also have a few questions of your own, although nothing which could indicate a lack of preparation! Clear interest and enthusiasm is very important and are demonstrated by prep and great questions.
8. Background and lighting
Remember the other person will see everything around you, so keep distractions and clutter to a minimum and keep it professional.  A plain background is best. Make sure there are no filters in place. We've all seen the articles showing Zoom fails where backgrounds or filters cause mayhem.
Where possible use the preview screen option to check what the scene looks like. Don't look down into the camera: it's a very unflattering angle and for the other person peering up your nostrils and past your head to the ceiling or light fixture isn't great. They will be unimpressed by a cameo appearance by the dog (or anyone else for that matter) or a pile of dirty laundry in the background. A glass of water in front of you might be wise, but a chipped Superman mug less so. Ensure you are in a quiet place where you won't be disturbed.
Be very careful with lighting: don't sit with your back to a window. Good lighting is very important: you need to be seen (literally "in a good light"!) and you need to look good.
9. Double-check arrangements
Video is especially useful for long-distance and cross-border interviewing check time zones. People often state “GMT” when they actually mean British Summer Time (BST) so best to check. Also, don’t be late! Best to arrive one or two minutes early, not least to allow time for sorting out last-minute technology glitches, but probably not 5-10 minutes early. Ensure you have allocated enough time. While video interviews are often shorter and you might have in mind a quick chat you could find it taking a lot longer so if in doubt agree the time window clearly beforehand.
During the interview
10. Dress to impress - this is crucial even over video
Although you may be at home, it’s not an excuse to remain in your pyjamas. Dress as you would in a face-to-face interview unless agreed otherwise. Including your bottom half.... Check it works on screen as some colours and patterns render badly and can be distracting.
While a jacket and tie is no longer required we would firmly advise against being too casual. For example, don't wear a T shirt or fleece.
11. Be conscious of body language
Take care with posture and body language (e.g. avoid arms folded across chest). This is easy to get wrong on video calls. Remember to act exactly as you would if you were sitting in the same room as the interviewer or candidate.
Also don't rock in your seat or lean forwards when you speak. It is easily done but not a good look with a wide-angle lens.
12. Know where to look
Maintaining eye-contact is more difficult over video but look into the camera, not just at the screen. It is one of the key adjustments that are required for this medium and makes a huge difference to engagement.  There is a particular problem with some Apple kit, which has the camera on the side rather than above the screen. This makes it look as if you’re very distracted by something off to one side!
13. Be concise
Avoid lengthy answers, as it can be more difficult in a video interview for the interviewer to politely interject if you’re drifting off the question. Keep to the point. Similarly, beware of over-explaining why you left your last job or want to move. Keep it brief unless the interviewer wants a deep dive.
14. Consider a cheat sheet
Unlike a face-to-face interview, a video interview offers more opportunity to use notes, your CV, the job spec or other prompts if you feel they are helpful. These could be printed off,  or on screen. Make sure however not to give the impression of reading from a script. Reading from a CV is a bad idea in all interview formats and is more obvious than you think in video interview. Take care if typing : you might think it is sensible to take notes, but the other person might think you are replying to emails so best to ask/check.
Etiquette after the video interview
A video meeting invitation may include the interviewer’s email address. While not essential, it is generally considered a good idea to thank them for their time and make clear your continued interest, in a warm message. Proper grammar, no typos! This applies whether the meeting was a result of direct contact or via an agency. Don’t expect a reply and don't be concerned by a lack of response.
 
By following these handy tips, you can ensure you are well-prepared for your video interview. It will help to settling those nerves, and increase your chances of finding the perfect candidate or being offered the management consultancy job of your dreams!
 
For more information on how Prism Executive Recruitment could help you with your candidate hunt or job search, visit our Guides. You can contact Chris Sale (Managing Director) via Contact Us. on 01344 636426 or chris.sale@prismrec.co.uk
 
Elsewhere on our website you will find more advice and resources to help with your career planning, job search and interview preparation.

### The Top 10 Benefits of Workforce Diversity
Striving for Diversity in the workplace is a challenge for management consultancy firms. Is it worth the effort?
As a management consulting employer, you may be grappling with how to effectively foster workplace diversity. While gender diversity has traditionally been a key focus, true diversity encompasses much more— from race and age to education and background. Let's explore how embracing diversity can elevate your firm’s performance and future-proof your business.
Employers are increasingly recognising that diversity also includes a wide range of characteristics, such as:
 	Race and ethnicity
 	Age
 	Religious and political beliefs
 	Education
 	Disability
 	Socioeconomic background
 	Sexual orientation
Achieving this broad spectrum of diversity can be challenging, especially for businesses outside of the larger corporations that often have the resources and infrastructure to address these issues effectively.
Many management consultancy firms, like others, may face challenges when striving for diversity—but is it worth the effort? The short answer is: absolutely. In this article, we’ll explore the top 10 benefits of embracing diversity in your workplace and why it’s essential for consulting businesses and their clients, looking to thrive.
1. Promote Equal Opportunities
Workplace diversity helps ensure that everyone—regardless of gender, race, age, or background—has an equal chance to succeed. By putting diversity on the agenda, businesses show their commitment to creating fairness in the workplace.
2. Boost Financial Performance
Diversity directly impacts a company’s bottom line. According to McKinsey’s “Diversity Wins: How Inclusion Matters” report, companies in the top quartile for racial and ethnic diversity are 35% more likely to outperform their peers financially. Similarly, companies with gender diversity are 15% more likely to exceed their respective national industry medians. Clearly, diversity is a smart business strategy.
3. Enhance Creativity and Innovation
A diverse workforce brings together individuals with different perspectives, skills, and experiences. This diversity of thought is a key driver for creativity and innovation. Teams that draw from a broad range of viewpoints are more likely to approach problems with fresh ideas and innovative solutions, which can give businesses a competitive edge.
4. Attract Top Talent
In today’s job market, employees—particularly millennials—actively seek out diverse and inclusive workplaces. According to the Institute for Public Relations, nearly half of millennial workers look for diversity and inclusion when evaluating potential employers. Companies that don’t embrace diversity risk limiting their candidate pool and losing out on top talent.
5. Improve Client Relationships
Clients expect diversity within the teams they work with. Diverse consultancy teams are better equipped to understand the wide range of perspectives present in various industries, making them more effective problem-solvers. This, in turn, strengthens client relationships and enhances the firm’s reputation.
6. Strengthen Company Culture
Workplace diversity helps cultivate an inclusive company culture where all employees feel valued. This environment fosters collaboration, trust, and a sense of belonging, which can increase employee satisfaction and retention. A strong, positive culture built on diversity can also make your company more attractive to both clients and potential hires. Diversity in leadership positions can positively impact mentorship within consulting firms, as well as decision making of course.
7. Enhance Problem-Solving Abilities
Research shows that diverse teams are better at problem-solving. When individuals from different backgrounds collaborate, they challenge each other's assumptions, which leads to more thorough decision-making. The expectation of varied opinions encourages team members to think critically and work harder, ultimately leading to better outcomes.
8. Foster Employee Engagement and Retention
Diversity creates a more engaging workplace. Employees who feel included are more likely to stay with a company long-term. A diverse workplace encourages individuals to bring their whole selves to work, leading to higher job satisfaction, stronger commitment, and improved employee retention.
9. Enhance Business Reputation
In an era where social responsibility is becoming increasingly important, companies with a commitment to diversity are viewed more favourably by the public. A demonstrated commitment to diversity can enhance your company’s reputation, making it more attractive to customers, investors, and partners.
10. Prepare Businesses for Future Challenges
In a globalised economy, businesses that embrace diversity are better prepared to navigate an ever-changing world. A diverse workforce equips companies with a broader range of skills, knowledge, and perspectives, enabling them to adapt more quickly to new challenges and opportunities.
 
How to Achieve Workplace Diversity: Key Tips
Now that we’ve explored the top 10 benefits of workplace diversity, how can businesses achieve these outcomes? Here are a few actionable tips:
 	Commitment from Leadership: Diversity efforts must start at the top. A clear commitment from senior management is crucial for success.
 	Unbiased Hiring Practices: Implement hiring practices that minimise bias, such as removing names or gender from CVs, using structured interviews, or employing pre-hiring assessments.
 	Flexible Working Arrangements: Offering flexibility in terms of hours and location can help attract a broader range of candidates, including those with caregiving responsibilities or disabilities.
 	Diversity Training: Provide ongoing training to ensure that your workforce understands the importance of diversity and inclusion, and how to address potential challenges.
 	Track and Adapt: Regularly monitor your diversity initiatives, measure their impact and make improvements as needed. Set realistic goals and continuously strive for improvement.
 
Overcoming Challenges: Managing Diversity in the Workplace
 
While workplace diversity offers numerous benefits, it can also present challenges. Increased diversity can sometimes lead to friction as employees with differing perspectives may clash. To minimise this risk, it’s essential that companies invest in diversity training, foster open communication, and create a culture where differences are respected and valued.
 
It's also important that the culture enables employees to raise queries and problems, including accusations of being “woke” given reports of a backlash directly related to this.
 
Leaders should also provide the tools and resources necessary to support employees in navigating these challenges, ensuring that diversity becomes a source of strength rather than conflict.
 
Conclusion: The Future is Diverse
 
In conclusion, the benefits of workplace diversity are clear: from driving innovation to improving financial performance and attracting top talent, diversity matters for businesses looking to succeed. By embracing diversity, businesses not only create a more dynamic and creative workplace but also position themselves for long-term success in an increasingly diverse and globalised world.
 
"Are you ready to unlock the competitive advantage that diversity offers in the management consulting field? Contact us to discover how we can help you build an inclusive workforce that drives real results for your clients." 
For an informal, confidential,  no commitment discussion or advice please email Chris Sale, Managing Director on csale@prismrec.co.uk or call him on 01344 636 443 (direct line). More information can be found about Prism Executive Recruitment at www.prismrecruitment.co.uk  and details of our unique Recruitment Healthcheck service.
 
 
 
 

### How to look after your candidates and protect your employer brand
The question of how to recruit top talent and manage the candidate experience is  pertinent whatever the recruitment market: hot or cold!
If you’re an employer you should always be looking after your candidates.
Look at your process through a candidate’s eyes. Does it impress? Welcome? Delight and inspire? Treat people as human beings?
Let’s take a closer look at the candidate experience and what you should be doing.
 
Actively manage the candidate process
Many firms have an established recruitment process. However it rarely puts the candidate at its heart:  candidates require attention, particularly when your firm is very busy! Keep them informed of progress on their application and update them regularly.
We are continually receiving feedback about candidates frustrated by "ghosting" or very slow feedback and lack of communication.
If you want to maximise your employer brand don’t leave job applicants hanging and don’t use agencies who do. People have long memories and will remember how they were treated and tell their friends! Or worse, tell the whole internet and there are many opportunities to do so!
If for any reason you need to put some areas of recruitment on "pause" our advice is to slow down recruitment processes, lengthen time scales, and be transparent about doing so. Make sure candidates know you are still interested.
Don’t knee jerk freeze recruitment. It sends an awful message to the job market.
Enabling your bolder and more flexible competitors to handpick the best candidates.
Contrary to popular belief it’s not an on/off tap. It can take months to restock a pipeline of good candidates.
Good impressions count
All employers, large or small, have to leave candidates with a good impression. Not just because it’s professional and ethical behaviour, but because people talk. Sometimes privately in their network (and if they are of interest to you then their network could be too) but increasingly, publicly. Glassdoor is a great example but there are other sites and routes for disgruntled people to shout loudly.
Also of course the candidate experience is a big influence on whether a candidate is interested in a potential employer and offer, or whether they go elsewhere, or stay put. They may view delays and lack of communication as a reflection on how they will be treated as an employee, should they secure and accept a job offer.  Or an indication of the priority the firm attaches to people and talent management.
Some hiring managers might shrug their shoulders and consider a bit of collateral damage inevitable: there are urgent client priorities. Reflecting the conundrum: “we need to hire because we’re busy but can’t find time to recruit because we’re busy”.
However apart from the obvious, which is that a poor recruitment experience (often associated with a poor process) can never attract the best candidates, this is to overlook the sustained and long-term damage that can be done by not treating applicants well. Candidates often find searching for a job frustrating and enraging as shown by many surveys.
This can apply to all consultancy firms but smaller businesses without the big Brand Name to rely on to attract candidates are particularly vulnerable.
The good news is that this also provides a great opportunity to differentiate by providing a great experience. Even better it doesn’t have to be difficult, time consuming or expensive!
Here are Prism’s top tips to improve candidate experience:
1. The application process
As mentioned, review this through an applicant's eyes. Make it easy for candidates to apply and state clearly what skills, experience and qualifications you require. If possible, include salary information. Ensure all applicants are acknowledged: an auto-reply is fine.
2. Prioritise recruitment
Engineer an effective, structured and efficient process that is clear to staff and communicated to candidates. Create a culture and even a reward system that prioritises recruitment. Ensure interviewers are trained.
3. Communication
Communicate with candidates early and often. This means a rapid response to their application (see point 2: you need to agree a turnaround time for CVs and stick to it).
4. Speed
A swift process: interviewers should be allowed to find time from client work that enables them to meet candidates in a timely and convenient manner. This includes agency candidates: because these applicants are one step removed and less easy to directly influence, a great process is more important. Candidates don’t want or expect next day interviews but a screening call or 1st interview within a week or two of their application would both impress and differentiate, as would follow up meetings in a similar time frame.
5. News
Revert to all candidates and every application. Provide negative and positive news equally quickly and manage expectations correctly. Don’t say “we’ll get back by the end of the week” and fail to do so. No one likes rejection but being kept dangling is worse. It leaves a sour taste in the mouth and is disrespectful. This applies at all stages of the process.  “if you haven’t heard from us within two weeks of your application please assume you were unsuccessful” is very poor and largely inexcusable with most recruitment systems. Alas it is common practice. Delays post-interview are also common and have a detrimental effect on candidate experience and their regard for your firm.
6. Feedback
You may not want to give full feedback, especially when it might involve personal and potentially hurtful commentary. However doing nothing or ignoring requests is rarely warmly received by candidates. The key points is decide on a feedback policy and stick to it.
7. The personal touch
It is easy for applicants to feel dehumanised so where possible try and go the extra mile. Personal emails rather than system generated. A call or text perhaps. A name, email address and even a phone number of someone in the firm for candidates to contact. At later stages, both before offer and especially afterwards, a peer level personal mentor or 'buddy' is a fantastic way of building candidate enthusiasm.
8. Walk through the process and ask for feedback
Finally, ensure you have been through the process and ask some members of staff to do so. Or ask recent hires, or even better rejected applicants, what they thought and would suggest by way of improvement.
What to avoid:
“only those candidates selected to move forward will be contacted”.
This was on a job advertisement for a small company, in a Tier 2 location, seeking a niche skill set. Not likely to entice candidates.
Another example at the bottom of a recently posted advertisement:
“Thank you for your interest in this role. Unfortunately, due to the volume of applications we receive we cannot respond to all unsuccessful applicants”
These may be attempts to be helpful to applicants and manage expectations but will dissuade people from applying, even the candidates they wanted to hear from.  No one likes to be "ghosted". The application Black Hole is something all job seekers hate and an all too familiar situation to people looking for a job.
A better plan, especially for a less well known firm seeking to enhance response,  might be "we reply to all applicants"!
It is very easy to set up a simple process that ensures a response to candidates: literally two or three clicks, whether that be some standard email signatures or a template in an Applicant Tracking System.  It can do wonders for your response rates and your Employer Brand!
 
Gain the advantage with great candidate experience
Addressing some or all of these points is a golden opportunity for enlightened employers to take a lead over their competitors. This is particularly relevant for smaller firms which can demonstrate their more human scale and concern for the individual than would ever be possible for the behemoths!
 
If you would like to discuss any of the above please contact Chris Sale Managing Director, Prism Executive Recruitment at csale@prismrec.co.uk. Find more information about our services on our Client Services page and details of Our Recruitment Solutions.
 

### How do you find a great management consulting job?
You’ve thought about your life and career goals and therefore what sort of job you will be seeking.
 	Next, you’ve updated and honed your LinkedIn profile and CV
 	Finally, you’ve produced a personal marketing plan.
 
So how do you land a great consulting job?
In our comprehensive guide we consider in turn the five main channels for finding a consultancy job:
 
 	Networking
 	Direct approaches
 	Applying to advertisements
 	Placing your CV online
 	Working with recruitment firms
 
This will be of course strongly influenced by the sort of job you are seeking. Indeed, this will make the difference between a highly targeted set of approaches to a small number of employers and a broader campaign.
For a more general search, particularly if you are very active in the job market, the primary aim is to increase your access to as large a range of relevant roles as possible.  You can then decide whether to apply.
It may be stating the obvious but be under no illusion that it is primarily, at the first stage, a numbers game. This should not be at the expense of quality. However, by deploying a wide funnel you can then be as selective as you wish.
This stage will be time-consuming. If you are currently in a job you may not be able to cover all the bases all the time. Ensure you give yourself a structure and try to devote time to it.  Perhaps little and often. Don’t let things drift.
If you are not currently working then as you have no doubt realised, the job search is a full-time job.
There are five main routes:
1. Networking
A Prism survey confirmed the old adage: it’s not what you know but who you know. This isn’t the “old boy network” of yesteryear! Simply that if you are more of a known quantity to an employer because they know you, or are recommended to you, or an existing employee speaks highly of you then the risky business of hiring becomes much easier. It’s also cheaper than using an agency or having to advertise a role.
In the survey, 77% cited their own network as the main channel for identifying job opportunities. I regularly speak to candidates who have built an entire career on approaching or being approached for jobs by people they know or used to work with: their network.
It doesn’t have to involve mysterious handshakes or turning up at conferences (remember them!) and handing out business cards. Nor does it mean lots of polite small talk.  It can be as simple as “I used to work with Jo/Joe, I wonder where she/he is now?” or “XYZ looks like an interesting company and I see Jo/Joe works there too”.   LinkedIn is perfect for this of course. It is another reason for keeping your LinkedIn profile up to date and optimised.
You then call/email/InMail (LinkedIn) Jo/Joe and ask if they are aware of any hiring.
Ask them explicitly whether you should send them your CV or is there someone else they recommend you approach? This gives them a bit of wiggle room if for any reason they are unsure about the fit!  It also enables them to claim any introduction fee if their employer has a referral scheme.
Be aware that, unless they are the actual hiring manager, their influence might in fact be a bit limited. So cut them a bit of slack if the CV goes into a black hole or they are not overly responsive. You might not get a job but you don’t want to lose a contact or a friend too.
You might wish to be aware of this seminal and important article about "weak ties" too: the points being that "the network" doesn't just mean best friends and the golf course!
 
2. Direct approaches
While this may overlap with networking, your marketing plan or applying to job advertisements this category is a discrete and important activity in itself. It usually involves a speculative approach to an employer of interest.
This will involve research: why is the employer of interest to you? Why might you be of interest to them? Who is the best person to approach?
The approach itself should be to the most senior person with whom there is some element of engagement. Perhaps background or contacts in common, within your area of expertise. Ideally with someone a couple of levels more senior than you (if you can determine that). You also need a route in. This could be someone else (see above), a LinkedIn message, or an email address.
They are under no obligation to respond. Be clear on that! When people may be getting literally hundreds of emails a day it is not rude to ignore an unsolicited enquiry. If you get no reply follow up a week later with a VERY gentle chase. Surprise yourself with how nice you can be even though you are secretly a bit miffed. Again bear in mind you have approached them, unsolicited, asking a favour.
If you get no response a second time consider other routes into that employer. It’s not bad form to consider multiple avenues initially but could get a bit confusing. It could also look desperate and possibly irritate them when and if you’re found out.
I would not recommend a speculative approach to HR, recruitment or via “careers” on their website (unless for a specific job: see below). Typically:
a) they see a very large volume of CVs
b) they are very focused on filling active vacant roles and are measured on that
c) part of their role is to prevent line and hiring managers spending time looking at CVs so they won't be in a hurry to forward your details.
Speculative CVs, no matter how good the candidate, do not feature high on their priorities.
3. Placing your CV online
There are many sites where you can upload your CV, often (but not always) job boards.
The primary purpose might be to make applying for a job easier for you but you can also allow recruiters to access your CV for which they will have paid a fee. This may be either as part of their advertisement purchase or as a separate package.
Some key tips:
 	Ensure your profile on the job board is filled out correctly and kept up to date. An incorrect profile may form part of your application to an advertisement. Or it may be all an online CV reviewer sees, unless they choose to open your CV (which is more time consuming and may have a cost attached).
 	Use your usual CV but bear in mind that, much like LinkedIn, you can’t tailor it for whoever might see it. Therefore it needs to be optimised and keyword rich for the main focus of your job search.
 	Be cautious with what information is on the profile and CV. It is to all intents and purposes publicly available
 	If there is a "location" option you should select where you want to work: NOT where you currently live.
Some would contend that your profile on LinkedIn is effectively your CV so some of these points apply to LinkedIn. Especially as you can in some cases apply to jobs on LinkedIn using your LinkedIn profile.
4. Applying to advertisements
Candidate feedback on this is unambiguous: the worst part of job hunting is applying to advertisements. It is however unavoidable.
There are very many job boards ( I include LinkedIn and Glassdoor in this category) and often they have the same jobs. This is because the employer may use several sites, the job boards may share (or “scrape”) each other’s advertisements and an employer may brief several agencies who each advertise the role. Some job boards feature their own advertisements from where you can apply. Others will direct you to another advertisement or to the employer or agency’s main site. It can get very confusing and wearing.
Despite my earlier comment about the breadth of opportunities to pick from, you may fairly early into your job search choose to cull some sites. Your selection of job boards will be based on how relevant they seem and how many roles appear to be exclusive. There is a faint risk of missing out on the perfect job but your sanity is probably more important.
i. Managing the application process
There are typically various methods of searching jobs and this varies from site to site. You will need to experiment to find which brings up the most relevant advertisements.
You can also register for job alerts, which can take some of the hard work out of searching job boards. However, these can be a crude tool. Care is needed in setting them up as well as deciding which sites to allow to message you.
Rigour and structure are of key importance to both enable you to cover the ground but also to avoid becoming unproductive. A spreadsheet is an essential tool and you should copy the URL of every job you apply to but consider a physical copy to file away too.  If you are invited to an interview a few weeks after applying, the link to the job may no longer work.
In general, it’s fine to apply to multiple jobs with the same agency. You can’t always rely on them sharing information internally. However, you should be more cautious applying to multiple jobs with the same employer. If they ARE coordinated it may raise queries if you are applying to a variety of disparate roles. If they are NOT it may become awkward if you have job processes and interviews in place with more than one area. Should this happen it would be advisable to let them know.
ii. Things to avoid
We’ve already discussed what jobs you might be targeting. It may be worth also mentioning that you shouldn't be applying to jobs where you don’t meet essential criteria. These are stated because the employer (and recruiter if relevant) has put thought and time into what candidate skills, qualifications and experience are required to be successful in the role.
They may be mistaken. Their requirements may be unreasonable or unrealistic. It may be that you can indeed do the job. But if you don’t meet the criteria don’t apply. It wastes your time, will probably make tailoring your CV (see below) impossible (too many applications), wastes their time and ultimately is demoralising for you.
They will not deviate from that view on receipt of a CV. It is possible they may be flexible if they have a candidate they know (see networking above) but they will not do so based on a CV application from an advertisement.
They will also not deviate if you call them and advise them that you have and ideal profile except that you are missing one of the essential criteria. They may be polite and ask you to send a CV but the result will be the same.
In a similar vein avoid calling to ask them for more detail about the role or “who is it?”. If they had been willing to provide more detail or tell you who their client was, they would have done so.
iii. So what should your application contain?
Exactly what is asked for: no more and no less. If a cover letter or email is not requested, then you don’t need to send one although a very brief note would do no harm. However unless they did ask for one,  assume it may not be read so do not attempt to highlight your relevant skills in this cover letter or email.
If you believe you are a good fit for the role then make sure your CV makes that clear and that your skills and experience are easy to read, applying the Seven Second Rule. That may mean tailoring your CV: this is not cheating or fibbing. No CV can contain every detail of someone’s experience: you are simply ensuring that the relevant information is included and clear for the CV reviewer.
Tailoring your CV should take no more than 15 minutes: not all day! Much longer implies you are having to re-engineer the document extensively. This calls into question all the preparatory work you have done as well as whether you really are a good fit for the role. Furthermore, if one of the goals is to balance quality of applications with volume it is also probably unrealistic to spend more time than this.
iv. What next in the application process?
You may get an acknowledgment. You might get a further response but unfortunately for many largely poor and inexcusable reasons you may not. If you haven’t heard anything after a couple of weeks and it was a role you felt was a good bet it is worth attempting to chase the application by email or phone call if you can get a name. The likelihood is that someone relevant has indeed seen your CV and isn’t interested but it is possible they haven’t. The advice would be not to expend too much time and energy on this for that reason. “Don’t call us we’ll call you” is poor practice and unprofessional. Unfortunately it is the default for both many recruitment firm applications and also for employers.
If they are interested the next step will be some contact regarding a discussion. This might range from a quick chat to a full formal interview. In general, a recruitment firm might be the former and an employer the latter but it is best to avoid assumptions.  It is worth asking if they could send a job spec or further information. You should also ask what to expect from the next stage and if it’s an interview Prism has much advice to offer.
5. Working with recruitment firms
It is important to keep in mind they charge employers a fee. This means the employer will typically use them to find people they can't find themselves or don't have the time and resources to do so. It also means that they expect the recruiter to earn that fee by finding and screening candidates close to the agreed candidate specification. So think "round pegs for round holes" for applications and approaches via this route.
i. How to select a recruiter
Recruitment firms are in two camps albeit with some overlap.  Those that have a database of candidates and wish to add to it and those that do not.
The latter will include the major global search firms and some smaller executive recruiters. It will also include agencies that view LinkedIn as their database and those that mainly find candidates through advert responses and through searching CVs of candidates on job boards.
As a result, they may not be geared up to receiving speculative applications from candidates and may be unresponsive.
So yes, any recruiter should treat candidates well, yes they should be generous with advice, yes you might help them make a fee and yes you may be a client one day. But ultimately many recruiters are successful despite ignoring all those points so alas they do so.
Those that more overtly solicit candidates to register may be operating in a niche. This is perhaps where good candidates are in short supply or where there is value in building long-term relationships.
They are likely to be more welcoming of approaches from candidates within their market focus.
If you wish to register with recruiters, in general, it is best to start by approaching a small number of firms and then broaden out. It may be that one or two agencies are able to present you with a manageable number of relevant roles. More commonly, especially if they are small, operating in a specific niche or with a select range of clients they might only contact you more occasionally so you may end up widening the net.
Depending on how they work they may want to speak with you, meet with you or simply need confirmation from you. This would be to discuss the parameters are in your job search e.g. salary/employer/role/location etc.
It is worth emphasising the importance of selecting recruiters with a good reputation, especially for professionalism and integrity. Keep in mind that you are trusting them with confidential information and possibly with determining your next job. A poor recruiter or worse an unprofessional one can do untold damage. For example, sending a CV to an employer without the candidate’s permission is one of the worst practices but still widespread. You should make it very clear that you wish to be contacted before they send your CV to any of their clients.
So before you approach any recruiter whether to apply for a job or to register to do some basic research. Of course, try and get recommendations from colleagues and friends.
ii. Working with a recruiter
Hopefully having selected your chosen recruiter (s) you will have a pleasant experience!
A recruiter may be able to help you get a great job but keep at front of mind the thought that the employer pays the recruiter.
As a result, many recruitment consultants' income and jobs depend on their meeting key metrics. The most obvious one is fee revenue (i.e. placing a candidate in a job) but others include the number of calls to candidates, the number of CVs sent and the number of interviews arranged. None of these necessarily mean a poor candidate experience but they can certainly make it difficult for a recruitment consultant to be entirely objective when they contact you about a job.
The essential information to gain when contacted by a recruiter about any vacancy is the name of the employer, the job title and some written information. This might ideally be a job spec or role brief. Alternatively, it might be the agency’s advertisement.
Be wary if they can’t give you much information or if they want a decision immediately e.g. during the telephone call.  A good recruiter should be well briefed and willing to invest time in ensuring you are too. Also, they will have deadlines and time pressures but will respect your need to give a considered response. This is particularly if you feel you want further information or need to think about it.
Once you have decided you are interested you should also agree with what information they are to represent you with. Will it be your original CV? Do they want the latest version or a tailored version from you? What information will they pass to their client regarding your salary expectations and reason for seeking a move?
Finally, confirm with them the process: will they definitely be approaching their client on your behalf? When might they have feedback? What are the next steps after that? etc.
 
Summary
We have considered the five main routes for finding a great consultancy job: network, direct approach, advertisements, CV online and using a recruiter. You may decide to use all channels or just one or two. Using these tips, together with a lot of your time and hard work, will hopefully give you the best access to the job market and the best possible pipeline of opportunities.
After this, all being well, will be news of interviews and the next stage in your preparation and job hunt journey!
Elsewhere on our site, you will find more advice and resources to help with your job search and interview preparation.
Good luck!

### The importance of your LinkedIn profile.
Why a great LinkedIn profile?
Whether you are a serious job seeker or just occasionally receptive to the right opportunity (80%+ of people), you need an up to date LinkedIn profile and it must be a great "elevator pitch".
It's also essential for your wider professional "brand" including current or future clients.
Your CV is key to your job search and  a CV can be tailored to each individual job application but your LinkedIn profile is a vital complement to both your professional career and job search brand.
You may receive recruiter or head-hunter approaches and a good LinkedIn profile can ensure you are approached more often and with more relevant jobs.
People from your current or past network will also check out your profile and may be a source of  leads or job approaches.
What you may not realise is that it is often looked at when you apply for management consultancy jobs and a poor profile raises questions. It must be up to date.  It must be consistent with your with your CV: especially dates and employers. Recruiters and employers review your profile with  applications through LinkedIn but also other channels too.
Indeed if you apply through LinkedIn the recruiter may not look at your CV if they don't like the look of  the abridged profile they first see.
Your LinkedIn profile can make the difference between your being shortlisted or rejected from a job you have applied for.
If you DON'T have a LinkedIn profile at all that is very likely to be viewed negatively and with suspicion.  What is this person trying to hide? Is the CV entirely accurate? Why "off grid"? Is this person a bit weird?
Also it's such a dominant advertiser of jobs and used by all headhunters such that you might be missing out on 80% of potential roles.
It is also a key part of your professional brand: an employer recently said to me "we want clients to be able to see our employees' LinkedIn profiles: especially if we are expecting them to pay us a lot of money for them!" Another said of a candidate applying to a senior role "How can this person claim a good network and contacts if they're not even on LinkedIn?". While one could argue with that, it's probably a widely shared view.
You DON'T need to share personal details or open yourself up to scammers or discrimination: you could decide to omit your early career, your academic dates, have a generic location ("London"), avoid personal information, limit messages and approaches and may decide to avoid comments and posts. It's bracketed with "social media" by some but it's a world away from the more obvious sites.
The key to being visible to head hunters, potential employers and business contacts generally is ensuring your LinkedIn profile sells your skills and experience to your target audience. It needs to be honest but always remember its main purpose is as a marketing aid.
Key steps to creating a great LinkedIn profile
1. Have a well-defined idea of the consulting job you are seeking. A proper career plan is a great start!
Everything on your LinkedIn profile should be built around this. Use keywords to optimise your chances of appearing in a search as recruiters use keywords and phrases to narrow the field. Also if someone is reviewing dozens or hundreds of profiles and only has time to spend a few seconds looking at yours then relevant words need to stand out. (See this advice on the famed "seven second rule!)
 	Your Headline should reflect the type of job you want. For example “Digital Marketing Specialist” or “Programme Management Consultant”. Avoid the default LinkedIn generated “Director at Company xxx Ltd” which is too vague. Note the first 80 characters may be all that people can actually see  so don't be tempted to use all the space.
 	"About" i.e. the summary section should reinforce the type of consultancy job you are looking for and should be keyword optimised. LinkedIn is constantly evolving and changing but assume the default is to display only the first 2-3  lines of a summary in search results. Ensure keywords are at least in the first sentence or two for both search optimisation and to catch a recruiter's eye.
2. Consider your target audience and put yourself in an employer or recruiter’s shoes.
How would you search to find the ideal candidate for the job you are aiming for? Which skills would you want to see demonstrated? The keywords you focus on will depend on your marketable assets. For example ‘change management in the health sector’, rather than ‘change management’ on its own shows you have skills in a particular sector.
Make sure your employer's company in your experience/job history cross links to their record. i.e. it doesn't display as a grey box but is a proper logo. This makes your profile look better and enables people to find out about your employer if it's not a well-known name.
Make sure the Experience section (i.e. job history) is not confusing with overlapping or concurrent roles or assignments.
Ensure the location is helping, not hindering you: it needs to be set as the location you wish to work in or where the jobs are if you're flexible.  NOT where you are currently living. If you apply to a consultancy job in London because you are happy to work there and your LinkedIn profile says Bristol that immediately raises questions. You also won't get many approaches from recruiters for a London consulting job if your profile says Bristol. The reverse is, of course, also true so it's a balancing act.
Make sure you show career progression: rather than "2012-date    Director" show the individual roles and promotions,  which are a key part of your achievements.
What is not widely known is that if you are overseas LinkedIn may automatically screen you out meaning the recruiter or employer doesn't see your application: so if you want to move  to London, put location as London
As well as your main profile try and find out how you look in a "snippet". Any search on LinkedIn will produce a list of people with an edited highlight snippet of each. How you are displayed on that list will be key to whether the recruiter or employer "clicks through" for a proper look at your profile. This will also give an indication of the summary that will be seen if you apply for a job on LinkedIn.
3. LinkedIn is your key marketing tool.
Be specific, not general. It is important to position yourself for the specific type of job you want rather than simply any job you may have the experience for. In this way a recruiter knows immediately both what kind of consultancy job you are seeking and are suitable for. Avoid too many general statements or clichés such as “I'm an experienced problem-solver and leader”. Guide the reader so it is clear what your experience is and you want your next move to be.
4. How much information should you include?
Your LinkedIn profile is not your CV and our advice is towards brevity while including all key information.
Provide the most information about your most recent jobs. All jobs you have had in the past 10 years require some information over and above company name and date. Include a short paragraph (three to five lines) on each, or alternatively 2-3 bullet points. Remember to include keywords and skills which are relevant to the management consulting job you seek. If you have had many roles or employers within this period then you will need to cut back on the space allocated accordingly. If the roles were interim/contract state this clearly. Or better put "freelance" in the employer section and for example "2017 - present.......Freelance" with short summaries of each contract.
Include key academic information e.g. degree and other qualifications.
Some people even upload their CV on the LinkedIn site but we would advise against this for security and privacy reasons.
5. Should you allow people to deduce your age?
If you are concerned that recruiters may be deterred because of ageism remove degree dates and qualifications dates and consider omitting jobs before a certain date. Consider how to enhance the photo.....you wouldn't be the only person to use a photo that's not quite up to date or indeed has used a photo smoothing app!   The Equality Acts of course make it unlawful for employers to discriminate against job applicants because of age but it would be naïve to pretend it doesn’t happen so make it difficult for people to do so.
6. Include a photograph.
This is non-negotiable: if you don’t include a photograph you miss out on an opportunity to connect at a more personal level. As most people on LinkedIn have pictures it is now considered odd not to. This should be a professional looking photograph in work attire (tie not required), of you looking approachable! Good quality selfies are just about OK but holiday snaps, sitting at a bar, dinner jackets from your Graduation Ball or pics with your adorable children are no-nos! Or a tortoise... a genuine LinkedIn photo!
7. Check privacy settings and consider including contact information.
If you are actively looking for a role consider how people might be able to contact you. Try and make it easy, balancing of course sensible privacy concerns. Not everyone uses/pays for InMail (the LinkedIn messaging service) so that's why you need to allow (irritating) contact requests!  Instead you may decide to set up a dedicated email address for LinkedIn approaches and feature this on your profile.
8. Keep it simple
Back to the Seven Second Rule mentioned earlier. People will arrive at conclusions very swiftly so make it easy for people work out very quickly what you're about. Overlapping dates are out.  Numerous contracts are out (they take up a lot of space) unless you want a contract role. Minimise gaps: a useful tip is that LinkedIn now allows you to display only the year of your employment.  Interesting business sidelines that you hustle from your kitchen table are out.
9. A link on your CV
It is increasingly common to have a link to your LinkedIn profile on your CV. Make sure it works!  At least 30% don't!
 
 
So you’ve got a great profile: what now?
LinkedIn doesn’t require hours a day and being too active on LinkedIn is definitely a sign of having too much time on your hands.  In fact you will still turn up in head hunter searches or be otherwise visible with no activity at all. Your profile however needs to be kept up to date and you need to ensure that you do regularly review and respond to messages.
Develop your “brand”. While not essential you might send a few minutes a day or an hour a week on the site and interact  with others in a professional context. Join groups to make your profile more visible and engage and share comments on relevant topics. Consider publishing on LinkedIn or linking to blogs you have written. This will demonstrate your involvement in the sector. Follow companies and organisations you are interested in.
Ask your colleagues and clients for recommendations. This will enhance your profile and give added depth to your capabilities and achievements. Ideally, include recommendations from people you worked with in previous roles. Give recommendations to other people.
Finally - don’t forget the basics:
 	Check for spelling mistakes. Very easy to make so don’t rely on spellcheck. Nobody wants to be contacted by a “Head Haunter”: a genuine LinkedIn error! Another person lived in the Scottish Boarders (an Audit Partner, but without an eye for detail it seems). There is no such thing as a Principle Consultant!
 	Ensure consistency of basic information with your CV e.g. dates, job titles etc. Anomalies can raise questions and show lack of attention to detail.
 	Be careful what you share, posts you write and comments you make. Nothing too controversial despite the occasional temptation to have a rant.
 	Ask a friend or mentor to read your profile. They should not just check for typos, but to give you an honest opinion on how you have presented yourself.
 	Look at other profiles, especially in a similar field. If you see one that impresses, look for tips and techniques to apply to your own.
 	It MUST be up to date.
 	Ensure the appropriate location (i.e. where you are seeking a job, NOT where you live), employer  (i.e. the employer's official company record NOT a grey box) and Industry: recruiters search using all these criteria. If for example you are a management consultant in Banking you could select either Financial Services or Management Consulting on your profile. But most recruiters seeking your skills will only search for the latter category because too many irrelevant candidates will display in the former. That may be true even if you are seeking a role "client side", if they are seeking a management consultant.
The Candidate Services section of our Insights and News blog includes a wealth of information and advice to help with your job search.
To see our full list of career opportunities, please visit our Job Vacancies including jobs based in London , Manchester, Birmingham and UK wide.

### Interview Preparation and a Guide to Interview Success
Securing a management consulting job interview
Effective Interview Preparation
- How to prepare for an interview
During the interview
- How to make a good first impression at interview
- Type of interview
- How to prepare good answers to management consulting interview questions
- Classic interview questions: what are they really asking?
- Why you left your last job: what to say in an interview
- Should you discuss salary at a job interview?
- What questions should you ask the interviewer in a management consultancy interview?
After the interview
- Reflect on your interview performance
- Contacting the interviewer
- Next stage in the interview process
Some of the most common interview errors to avoid
 
Securing a management consulting job interview
The obvious first step of course is to be selected for interview! You can maximise your chance of success at this stage by taking a structured approach to applying for management consultancy jobs. Rather than applying for jobs on a whim, it is sensible to be more methodical. Preparation even before you start to apply for jobs will pay dividends:
 	Develop a career strategy and marketing plan
 	Decide what type of role and employer you are targeting
 	Update your CV AND LinkedIn profile so they are optimised for the sort of role and employer you want
Effective Interview Preparation
Many candidates overlook the importance of effective interview preparation. Very often a candidate will focus on interview technique and performance in the interview itself. Few people would fail to prepare for an important client meeting or Board presentation and the next job interview might change the course of your life! So interview preparation is just as important.
With the help of the internet, you should be able to obtain plenty of corporate information, product/services details and current news articles on most organisations. Many employers place particular importance on this and view it as a good indicator of the suitability and level of interest from (as well as of!) a potential applicant.
Ensure you are well briefed (where applicable) by the recruitment consultancy that is representing you. They should be able to give some useful interview preparation pointers. For example the format of the interview, something about the personalities you will be meeting and where interviewees have succeeded/failed with their client in the past. If you are applying direct, you should still be able to glean useful information from web searching including LinkedIn and Glassdoor. You may even have helpful contacts in the organisation who can give you some useful pointers.
 
How to prepare for an interview
1. Check the interview details: virtual or physical
Vital interview preparation is to ensure you are clear on details of the virtual call and have checked the technology and the venue (e.g. your desk or the kitchen table!). If it's a face to face meeting check the route and address as many employers have multiple locations, often in close proximity to each other. Plan how to get there and aim to arrive c10 minutes before if face to face, or be on the call a minute or two early if video.
2. Find out the name and job title of the interviewer
Do some research to see if you can find out anything about them. Consider their motivations in order to seek areas of empathy and your selling proposition. Do you have contacts or a network in common?
3. Job specification
If you don't have one call or email the interviewer or their PA and ask them to send one. No potential employer would view this negatively! The advertisement for the role is a good option if there’s no job spec. Alternatively, a good recruiter should be able to brief you on the role if you are applying via an executive search firm or agency and may be able to send you one.
4. Researching the company is an essential part of your interview preparation
Ensure you have researched the company interviewing you as part of your interview preparation. There is no excuse for not being really well briefed here.  Go through the relevant sections of their website in detail. Case studies can be very informative and allow you to think of comparable projects to reference in the meeting with your role and experience.
In addition to their own website, look at LinkedIn and also make sure you are up to date with recent financial results, recent wins, senior hires etc. If you don’t know much about them it suggests a lack of interest and makes it much more difficult for you to identify what aspects of your skills and profile are most likely to strike a chord with the interviewer. Interviewers are prone to flattery like the rest of us and are invariably pleased that someone has taken the trouble to do some research by way of interview preparation. Or unimpressed if you haven't!
5. Research the company’s brand and values
These should be readily apparent from the website. How do your values align with those of the company? Also, consider how you might be able to demonstrate this during the interview.
6. What do you like about the company and role?
Give some thought to what appeals to you and makes you keen on this opportunity. This is a common interview question. Employers are often looking for an extra level of enthusiasm: they like “volunteers, not conscripts”. The term “passionate” is a cliché these days and a word to avoid but is one that reflects the requirement to show enthusiasm. Make sure what you say you are looking for in your next job and career is clearly aligned with what they can offer.
7. What do you think the interviewer is most likely to be looking for in a candidate?
If you have the job spec good interview preparation is to review the requirements and ensure you can answer potential questions. What specific, concrete examples can you give of your suitability? Relate these to experience e.g. specific knowledge of a sector, sales in a specific market etc. Alternatively relate your examples to a trait or competency e.g. “communication skills”, “enthusiasm” “track record of success”. Even if you are not specifically asked for examples  you should still have in mind the interviewer will be evaluating you in relation to them.
8. Interview preparation for a competency-based interview
You may not be told in advance but this is quite a specific form of an interview that requires research and preparation. This will involve being asked for detailed examples of your approach and behaviour in specific types of situation. Even if the interview is not purely ‘competency-based’ this is useful preparation for evaluation of your own strengths.
9. Review your CV and anticipate “obvious” questions.
Review your CV and application to refresh your memory regarding dates, experience and your references to particular expertise, skills and personal attributes.
There are many guides to interview questions including our own one, so we won't cover that but the most basic is: why you left or joined employers,  why you are moving jobs now, what you are looking for, why have you applied for this job? etc. Look at your CV and consider areas that might be probed. Think through how your answers might sound if you were the interviewer.
Make sure your reasons for looking for a role now “accentuate the positive, eliminate the negative” as far as possible and do not appear to conflict with the role and employer you are interviewing with. Indeed, leave the employer with the impression that there is a close match between what they are offering and what you are seeking – but don’t be too obvious about it! Don't be caught out by questions around your salary and package: you might, for example, not consider it appropriate at 1st interview....but they could! In general, be transparent unless there is good reason to be coyer.
10. What information do you want to get from the meeting?
Consider what you will need to know to make an informed decision if you are offered a further interview or offered the job. How might this translate into constructive, intelligent questions?
Finally...
For a virtual meeting have your CV readily available and offer to send them it in case they don't have the current version. For a face to face print two copies of your CV. The interviewer may have been supplied with an old one or one that does not outline your experience as it applies to the role you are interviewing for, especially if you've only seen the detailed job spec after applying.
As ever, psychology is all-important and a useful question to have at the back of your mind is “if I were the interviewer what would impress me?”.
Even if you are not 100% sure about the role or the company it is most important you approach the preparation and the interview itself with the objective of getting to the next stage. If you decide halfway through the interview, or afterwards, that it is a more exciting prospect than you expected, it’s too late!
 
During the interview
 
How to make a good first impression at interview
A survey of over 2000 hiring managers gives valuable insight into decision-making criteria. Some of the findings are not surprising but clearly, these decision-makers are still meeting candidates who make some pretty basic mistakes.
It’s cliché yes but unfortunately, it’s also true: 33% said they claimed to know whether they were going to hire someone in the first 90 seconds.
 	70% of employers don’t want someone overly fashionable or trendy. In conservative professions or client-facing roles that will be higher. A surprising faux pas apparently at senior levels is unconventional hair i.e. a bit spiky or gelled! Brightly coloured clothing is also unwise albeit rarely a problem at an executive level.
 	The most important impact is non-verbal: 55% say your appearance, clothing, posture, your “entrance” is key. 38% will make judgements on your voice, grammar and how confidently you speak.
 	Only 7% say first impressions are gained on what you actually say!
"Formal" presentation is no longer essential (albeit can impress) but "smart" is. It shows you've made an effort and respect the interviewer and the opportunity. Hoodie or T shirt are absolutely out on Teams or Zoom calls!
 
Type of interview
Video interviews. Since the start of the pandemic, video interviews have become the norm. Even when we return to relative normality, it is likely that video interviews will still play an extremely important part in the interview process as they are a time-efficient way to assess the suitability of candidates. We have video interview tips in our guide covering this topic.
Interviews, increasingly including virtual meetings, may include group sessions and case study preparation, so these should be considered as part of your interview preparation.
Group interviews are efficient and allow organisations to interview multiple candidates at the same time. They are typically used for entry-level and junior openings.  Group interviews enable the hiring firm to see how candidates work as a team and to see those skills in action. This format can also provide insights into who fits in with company culture and who performs well under stress. Group assessments  can be daunting but interview preparation is important and they can be an excellent opportunity to stand out.
 
Case studies. There is plenty of advice online about case study interviews, some of which is tailored to specific employers. However, it is important to remember that with a case study, the approach you take to analysis and reasoning plus how you communicate is more important than getting the exact right answer. Practice is therefore essential so that you feel confident in how to apply a methodology.
 
How to prepare good answers to interview questions
 
Interview preparation is the key to success  and there are several classic questions that all interviewees should have in mind. These may not be job-specific but will require some research of the role and of the company to ensure you are considering the answers in the context of the management consulting job you have applied for.
Broadly these questions fall into four categories:
 	Why you?
 	Why us?
 	Culture fit and teamwork
 	Career expectations
We consider these in our Guide to “Management Consultancy Interviews – Great answers to classic questions”
Rehearse potential interview questions and answers. As well as those relating to job moves and relevant experience be sure you can articulate why you are interested in this particular role, with this particular employer and how it will fit with your career ambitions. Study the job description if available, or the advertisement you applied to, to ensure that you are prepared for interview questions relating to the attributes and experience specified. For example, if there is a point referring to the need to be innovative, think of examples that might demonstrate this.
 
 
Classic interview questions: what are they really asking?
 
It is tempting to take some common interview questions at face value or to assume that they are a bit of a cliché. However, it is important to consider the point of the question and what the interviewer is trying to find out.
The following questions, for example, covered in detail in the link, are more complex than they seem at first sight:
 	Give me a quick walk through your CV
 	What are you looking for in your next role?
 	Where do you see yourself in 5 years/the longer term?
Preparing for these seemingly easy general questions will give you confidence when giving your response.
Why you left your last job: what to say in an interview
 
Like all questions, interview preparation is essential.
By asking this particular question the interviewer is trying to establish whether you have (in their opinion!) good reasons for leaving your jobs because that will shed light on how long you might stay with your new role. If you have not been in your current role for long or have had a number of jobs where you have not stayed with the same employer for long, this may be more difficult. However, answering honestly but with a positive slant is the best approach.
 
Should you discuss salary at a job interview?
According to Prism’s job search survey base salary and benefits are the single most important factor for passive candidates considering a job move. However, discussion about salary during a job interview can be a difficult topic.
When a candidate is introduced by an executive search firm a good recruitment consultant will play an important part in salary negotiations. Nevertheless, it is sensible as part of your interview preparation to consider what you can do during the course of an interview to get the best salary in your new management consulting job. This will require some preparations so that you are not ambushed by awkward questions.
 
What questions should you ask the interviewer in a management consultancy interview?
 
Make sure this is part of your overall interview preparation. Having no questions risks being thought a bit odd and could be viewed negatively.
Try to avoid questions that could have been answered by your having undertaken competent research or reading the job spec but more general questions about the company’s culture and values might give you greater insight into what it would be like to work there.
We explore this topic in more detail in our guide “Is there anything you would like to ask us?”.
 
After the interview
 
Reflect on your interview performance
 
Tempting though it may be to put an interview out of your mind as soon as it is over, a review is important. Analyse where you performed well and, equally importantly, which questions caught you out.
Where appropriate, provide feedback to the recruitment consultancy involved in the appointment. They may be able to provide you with valuable information about the interview: what went well and how you might be able to enhance your performance next time.
If invited for a further interview, find out about the next stage of the process. More interview preparation! If you have been introduced by an executive search firm they should be able to provide guidance. They may also know if there are any areas of your suitability the employer wishes to explore further or has reservations about.
If you are unsuccessful after an interview, do your best to find out why. Some employers are very forthcoming and can provide very useful advice. The feedback will help next time. But be aware feedback is time-consuming for an employer and many may be wary of breaching their own corporate policies or legal guidelines. In particular, you will rarely get personal feedback: who wants to be told they are boring or that they talked too much?
Contacting the interviewer
 
Consider contacting and thanking the interviewer within 24 hours of the meeting. This is a little controversial and interviewers are again wary of a potentially time-consuming dialogue with someone who fails to take “no” for an answer. In general, it is probably a good idea: the email should be brief and restricted to thanking them and expressing your great interest in the role and employer. Assume you will not get a reply for the reasons mentioned and don’t assume that means bad news. A LinkedIn request is probably a bit presumptuous at this juncture.
 
Next stage in the interview process
Many candidates are understandably frustrated by slow interview processes and lack of feedback. Depending on what you have been told about the recruitment process and timescales it is acceptable to make enquiries after a week, with perhaps a weekly follow up after that. Bear in mind it may not be the interviewer’s fault that there is a delay, or the recruiter’s. Common courtesy would suggest you should get a reply but at all costs resist the temptation to send a pointed email or one that says what you really think!
 
 
Some of the most common interview errors to avoid
 
We have listed some of the most important job interview do’s and don’ts:
 	Perceived discourtesy to “less important” employees e.g. those on reception, PA, junior in-house recruiter/HR person
 	Too little or too much eye contact
 	Limited knowledge of the company. Avoid this with good interview preparation
 	Lack of interview preparation and obviously “winging” it
 	Talking too much and long rambling answers.
 	Not answering the question
 	To much "we" and not enough "I". Employers want team players but they also want to know what YOU specifically did and achieved
 	“Over explaining” why you lost your last job or want to move
 	Lack of clear interest or enthusiasm for the job or the employer
 	Concentrating on what you want rather than what you can offer
 	Coming across as too serious/buttoned up: no smiling, warmth. Try to let your personality show.
 	Poor presentation: formal is not required but "smart" is.
 	Bad posture, bad body language i.e. arms folded across the chest. It is particularly crucial to rehearse good posture and body language for video interviews. There is a knack to this that may need practice.
 	Fidgeting
 	Weak handshake….or too strong! Less of an issue during the pandemic, obviously.
 
 
Prism Executive Recruitment specialises in consultant recruitment and related business transformation jobs, working for consultancy employers, IT services firms and corporates. We aim to build long-term relationships with candidates. For more information, please visit our candidate services page.
Our candidate guides provide information on a range of topics to help you prepare for your job search and the interview process.
 

### Using the STAR Interview Technique in Management Consulting job interviews
Navigating interviews as an experienced management consultant requires more than just a solid CV. Recruiters and hiring managers are often more interested in how you approach challenges, solve problems, and achieve results. One highly effective way to communicate this in an interview is through the STAR technique: Situation, Task, Action, Result.
Here’s a guide to using STAR effectively and making the most out of this structured approach to demonstrate your expertise.
What is the STAR Technique?
The STAR technique provides a framework for answering competency-based questions, which are common in management consulting interviews. These questions require you to give specific examples from your experience to demonstrate certain skills or qualities. STAR helps structure your answer into a clear and impactful narrative:
 	Situation: Set the context by describing a relevant scenario from your professional experience.
 	Task: Explain the objective or challenge you were working toward.
 	Action: Detail the steps you took to address the situation and meet the challenge.
 	Result: Conclude with the outcome, ideally quantifiable, showcasing the impact of your actions.
Using STAR can help you convey complex problem-solving and leadership skills in a succinct, memorable way that resonates with interviewers.
Step-by-Step Guide to Using STAR in Your Interview
1. Situation: Setting the Scene
Start by describing the context, ensuring it's both relevant and specific. Avoid vague or overly general scenarios—specifics give the interviewer a clearer picture of your environment and challenges. Since management consulting is highly client-centric, choosing examples where you were working on a client project or facing an organisational challenge can be particularly effective.
Example:
"In my previous role at XYZ Consulting, I was assigned to a client in the retail sector who was experiencing declining sales and wanted to overhaul their marketing strategy."
2. Task: Define Your Objective
Next, clarify what you were expected to accomplish in this situation. The task should provide insight into your role and the responsibility you took on. For senior consultants, describing a task involving strategy, decision-making, or oversight can illustrate your level of expertise and experience.
Example:
"My role was to assess the client’s current marketing efforts and develop a data-driven strategy to increase customer engagement and drive sales growth."
3. Action: Explain What You Did
This part is the core of your answer. Here, break down the specific steps you took, including any innovative solutions or frameworks you applied. As a seasoned consultant, you might have unique approaches to solving problems, so include any relevant tools, methodologies, or consulting models. Emphasise your decision-making process and any significant strategies you led or initiated.
Example:
"I conducted a thorough analysis using customer segmentation and competitor benchmarking. I also led workshops with the client’s marketing team to identify gaps in their approach and proposed a multi-channel strategy that incorporated both digital and in-store initiatives."
4. Result: Share the Outcome
Finish by describing the results. Ideally, these should be quantifiable to underscore the impact you made. Metrics like percentages, time saved, revenue growth, or other KPIs can demonstrate your effectiveness and how you contributed tangible value to your client. For senior consultants, these outcomes often extend to strategic impacts on the client’s long-term goals.
Example:
"As a result, the client’s engagement metrics increased by 30%, and quarterly sales rose by 20% within six months of implementing the new strategy. This success led to a long-term partnership with the client."
Tips for leveraging the STAR interview technique as a Management Consultant
1. Tailor STAR to the Role
Tailor your STAR examples to reflect the key competencies the role requires. If the role is heavily client-facing, focus on examples where you built and sustained client relationships. For strategy-focused roles, highlight tasks where you developed or implemented high-level strategic initiatives.
 2. Quantify Your Results
Whenever possible, quantify the results of your actions. Numbers speak volumes and provide concrete evidence of your contributions. Even if the outcome was more qualitative, like improving team cohesion or client satisfaction, tie these into broader business impacts wherever possible.
 3. Highlight Your Leadership and Strategic Thinking
As an experienced consultant, interviewers will expect to see evidence of leadership and high-level strategic thinking. In your STAR examples, include instances where you took the initiative, made critical decisions, or mentored junior team members. Leadership qualities are highly valued, especially for senior-level positions.
 4. Be Concise but Detailed
While it’s essential to provide detail, aim for conciseness. STAR responses should be focused and avoid tangents. Practise your responses to ensure they’re clear, logical, and impactful. In consulting, clients value clarity and precision, so demonstrating these skills in your interview answers is essential. Your answer should be 2-3 minutes. If in doubt ask the interviewer before you start.
Example STAR Responses for Management Consulting Scenarios
Illustration 1: Driving Efficiency in a Large Organisation
 	Situation: "In a recent engagement with a large healthcare organisation, they were struggling with inefficiencies in their procurement process, leading to inflated costs and extended project timelines."
 	Task: "My task was to streamline the procurement process to reduce costs and improve time efficiency."
 	Action: "I mapped the existing procurement workflow, identified bottlenecks, and introduced an automated solution. Additionally, I led a training programme for staff to improve adoption."
 	Result: "The initiative led to a 25% reduction in costs and a 15% decrease in process time, enhancing overall project efficiency and client satisfaction."
Illustration 2: Developing a New Market Entry Strategy
 	Situation: "One of my clients, a mid-sized technology firm, sought to expand into a highly competitive new market with limited initial resources."
 	Task: "I was responsible for designing a market entry strategy that would position them effectively and maximise their resources."
 	Action: "I conducted a competitive analysis, identified key market trends, and developed a phased entry strategy that included partnerships and targeted digital marketing."
 	Result: "The client achieved a 10% market share within the first year, surpassing their initial projections by 15%."
Conclusion
Mastering the STAR technique can make a significant difference in interviews, especially for management consultants who need to articulate their problem-solving skills and impact effectively. STAR provides a structured yet flexible way to showcase your experiences and achievements, aligning your responses with what hiring managers are seeking. Practise a few STAR examples from your career and approach your next interview with confidence, knowing you’re prepared to highlight your expertise and add value to any potential employer.
 
For more advice on your management consultancy job search and career there is a wealth of information here. We are a specialist management consultancy recruitment firm with in depth experience of the management consulting job market.

### AI in Recruitment - A Strategic Overview for Consulting Firms
Source:
Webinar Discussion: AI and Recruitment - A Strategic Overview for Managers with Jim Simpson, CEO of ZipTech Services, and Chris, Founder and CEO of Prism Executive Recruitment.
 
Main Themes:
 	The impact of AI on the recruitment process.
 	Practical strategies for leveraging AI at various stages of recruitment.
 	Addressing concerns and ethical considerations surrounding AI in recruitment.
Key Ideas and Facts:
1. AI is Revolutionising Recruitment
AI is rapidly transforming the talent acquisition landscape, impacting everything from job specification creation to candidate screening and interview preparation. Whilst AI tools have existed for some time (e.g., Applicant Tracking Systems), recent advancements like ChatGPT are significantly enhancing their capabilities and accessibility.
Quote: "AI is definitely shaking up everything, and it's certainly shaking up the recruitment process." - Jim Simpson
2. Practical Applications of Using AI in Recruitment
 	Preparation: AI can assist in writing job specifications, job descriptions, and advertisements. This can significantly reduce the time and effort required.
 	Candidate Screening: AI can analyse CVs and LinkedIn profiles to identify candidates matching the job criteria. It can flag potential discrepancies, streamlining the shortlisting process.
 	Interview Preparation: AI can suggest interview structures, generate relevant questions based on candidate profiles, and identify areas requiring further exploration.
 	Post-Interview Analysis: AI can analyse interview transcripts and compare candidate responses against desired criteria. It can highlight inconsistencies.
Quote: "I uploaded the job spec and a candidate CV onto ChatGPT and I asked ChatGPT to critique the suitability of the candidate... ChatGPT did a very good job of pointing out the pros and cons of the candidate and evaluating it." – Chris Sale
3. Tools and Techniques
 	ChatGPT: This powerful language model can be utilised for various tasks. This can include content creation, candidate evaluation, and interview preparation.
 	HireFlix: This automation tool allows for video-based candidate screening. It enables quick assessment of communication skills and reducing the time spent on initial interviews.
 	Tiptoe Prompting: This acronym (Tell, Information, Persona, Tone, Output, Edit) provides a framework for effectively prompting AI tools like ChatGPT to obtain optimal results.
4. Addressing Concerns:
 	Bias: While AI models can inherit biases from their training data, they can also be used to identify and mitigate bias in recruitment materials and processes.
 	Candidate Authenticity: AI-powered CV and cover letter enhancement tools raise concerns about the authenticity of candidate profiles. Employers need to develop strategies for verifying candidate skills and experience, focusing on face-to-face interactions and practical assessments.
 	Data Privacy and Security: Using AI in recruitment requires careful consideration of data privacy regulations like GDPR. Companies should establish clear policies and obtain candidate consent for data processing.
Quote: "AI is very good at analysing a document... and highlighting either actual bias or the potential for bias." – Chris Sale
5. Key Takeaways:
 	Embrace AI, but don't panic: Companies need to develop a strategy for incorporating AI into their recruitment processes while remaining mindful of its limitations.
 	Focus on the human element: AI should be viewed as a tool to enhance, not replace, human judgment and interaction in recruitment.
 	Transparency and candidate experience: Clear communication about the use of AI in the recruitment process is crucial to maintaining a positive candidate experience.
Conclusion:
AI presents both opportunities and challenges for recruitment. Companies should adopt a strategic approach. By combining AI tools with human expertise and ethical considerations, will be better positioned to attract and hire the best talent in an increasingly competitive market.
Watch the webinar to see the full discussion.
For more information on the job market, or to discuss your hiring plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Five essential job search tips to find a management consultancy job in the UK.
Are you relocating to the UK?
Or recently arrived?
Many international management consultancy job seekers consider gaining work experience in the UK: whether for personal or career reasons the UK remains an attractive destination.
Or the reverse applies: UK management consultants have been working  abroad and seek to return.
As a result, management consultancy recruiters and employers see many CVs from applicants not currently resident in the UK.
The good news is that in recent years, with the rise of Zoom and Teams, remote and video based recruitment is now commonplace and gone are the days when you had to be in the UK or fly in for the final interview.
However there are still barriers to getting a job here and most are not the obvious ones around applying for visas and gaining the Right to Work etc, which is why having a clear and focused approach can pay dividends. Indeed this article does not address that topic except in passing: we are not experts in that complicated and forever changing field.
A strong application,  following Prism’s five essential job search tips, will significantly improve your chances.
Your primary tool and “door opener” is your CV. We have some general CV tips but for an international management consultancy job seeker the essentials are:
 
Job search tips: 1. State clearly on your CV that you intend to relocate to the UK, or that you have arrived!
Make crystal clear, ideally at the top of the first page, that you are actively seeking a role in the UK (or are currently based here) and if you name a city e.g. London, so much the better. If you can give a timescale “Planning to move to London in February 2025” that’s perfect. Even if in reality it's aspirational rather than set in stone. You could also say “Location: London from February 2025”. Stating this in an email or cover letter is not enough as it may not get read. It must be included on your CV. NOT stating it risks looking like you are applying a scatter gun approach to your job search which may mean that your application is not taken seriously.
You could also state very briefly why you are coming to the UK.
A UK phone number and address on the CV adds more credibility.
Also a non location specific email address. So not, for example,  joe.bloggs@outlook.co.nz
 
Job search tips: 2. Right to Work
Also make clear, at or near the top of the CV, your visa situation or Right to Work.
If you are British or have UK Settlement Status you should clearly state this, even if you consider it obvious or feel you shouldn't have to!
The default assumption if you say nothing is that you will need employer sponsorship. That may not rule you out, but many employers, especially smaller and "boutique" management consulting firms,  are either unable to sponsor or have strict limits on numbers. Unfortunately there is often no way of knowing before you apply.
Also some employers and recruiters are nervous of asking for fear of being accused of discrimination.
You should of course be honest, but you don’t need to go into detail at this point: the time to do so is when you get to interview. If for example you have a Spousal visa, a Work Study visa or Youth Mobility visa you could simply state “Able to work in the UK without employer sponsorship”: the fact you may need sponsorship in future is not relevant to your initial application. Also CV reviewers may not understand that "UK Tier 2 Dependent Visa" means you CAN work for them!
 
Job search tips: 3. Work experience
If you have any work experience in the UK,  or in countries with similar economies,  or with well-known global brand names (either as an employer or a client) make sure this is clearly stated on the CV.
If there is any risk that your employer or your clients are not widely known in the UK, ensure you have a few words of explanation around their activities and scale. The reason for this is that employers need reassurance about the transferability of experience and this is more likely if they have more information.
You can also make this easier for employers and recruiters by putting a link to your LinkedIn profile on your CV.
If relevant amend your CV and LinkedIn to make it clear that you have left your last employer (and therefore of course actively job seeking and available for work immediately).
 
Job search tips: 4. Qualifications
The same applies to academic credentials: ensure grades and prizes are listed and (unless obvious) some explanation of the academic stature of the University or Business School.
 
Job search tips: 5. Take care regarding your current location on job boards and LinkedIn
Applying to management consultancy job adverts
The next important job search tips is to manage job boards and LinkedIn. We have information on our website about perfecting your LinkedIn profile.
It is perhaps not widely known that many such sites will filter out your CV and application if they think you are overseas. Regardless of your merit or Right to Work or how you answer "qualifying questions".
So, for example LinkedIn may often mark applications from people based outside the UK as ‘not a fit’ so your application will not be seen.
The employer or recruiter can access these applications or could change the settings but may not be aware of this or decide for simplicity not to do so. The same is true of other well-known job boards.  You will probably have no way of knowing if this has happened.
What is the solution?
You should change your location on LinkedIn and other job boards, to the UK.
This white lie may not sit comfortably but you are not responsible for the job application system, which leaves you no choice. This is, after all, where you wish to move to.
This (along with 1 to 4 above) will significantly increase your visibility to recruiters and prospective employers. The downside with LinkedIn is that this will be publicly visible which may cause trouble at work!  Another option if you find a job you wish to apply to,  on LinkedIn,  is to seek an alternative application route. For example, a direct email address or via the employer or the management consultancy recruiter’s website.
Of course you can’t mislead people so it’s important your CV makes your situation and location clear (as per above).
 
Other UK job search tips - use multiple channels!
Apart from job boards and LinkedIn there are many other routes that you should be considering as part of your search for a UK management consulting job.
In our comprehensive guide we consider in turn the five main channels for finding a great management consulting vacancy:
 	Networking
 	Direct approaches
 	Applying to advertisements
 	Placing your CV online
 	Working with recruitment firms
All of these should apply if you are overseas and seeking to move to the UK.
You may not consider you have much of a UK network but once you start digging may uncover a treasure trove of (possibly long lost!) friends (or friends of friends), family, former colleagues and  contacts (or contacts of contacts!) on LinkedIn.  Note  “The Strength of Weak Ties” by Mark Granovetter.
Direct approaches to employers are well worth considering, perhaps to a carefully researched list of target organisations. Putting together a Marketing Plan is an important and valuable exercise .
You should also contact a specialist management consultancy recruiter or two as well of course! They will have first hand experience and advice to offer, if they feel they are able to assist. But keep in mind they may not be able to do so. In the UK they can only charge a fee from an employer: usually one they make a successful placement with, so that inevitably governs their priorities. They are by law not allowed to charge a candidate for registering.
Inevitably there will be frustrations and many many unanswered messages, emails and applications but, like any endeavour, the more effort you put in and the more ground you can cover the more successful you will be.
 
Good luck!

### Candidate use of AI in Recruitment: a Guide for Management Consultancy Employers
The integration of Artificial Intelligence (AI) in the recruitment landscape is revolutionising how candidates approach job applications, particularly the well informed applicants within the UK's management consultancy sector.
This transformation presents a double-edged sword. While AI can empower job seekers to present their credentials more compellingly, it also raises ethical concerns and the potential for misleading employers. This requires an employer to assess the implications of AI's use by applicants, the ethical dilemmas it poses, and the need to safeguard the integrity of their hiring process.
Only a minority of employers have yet considered  how to approach this issue and must take urgent action to avoid hiring the wrong staff.
There is already evidence of disagreement and confusion in the ranks of major employers and recently Monzo, KPMG, Deloitte and Pinsent Masons have said they are banning it. They indicate they will use technology to identify "cheats" even though this has been shown to be unreliable and up to 20% of applicants may be unfairly disqualified as a result.
In May 2024 in a related development BDO, the UK's fifth largest accountancy firm,  decided to ban remote-only interviews due to concerns over cheating. It also abandoned online tests, video meetings, and virtual assessment centres.
In September 2024 Deloitte UK announced it was returning to in-person interviews for its UK graduate recruitment process.
These developments come in the wake of the Financial Reporting Council questioning auditing and accountancy bodies about measures to prevent cheating using AI tools.
Shoosmiths on the other hand, is encouraging aspiring lawyers to use AI, suggesting they use chatbots to check spelling, reduce word counts and for research. David Jackson, chief executive of Shoosmiths, told the Telegraph: “I think gen AI is to lawyers what the calculator is to accountants. It's a tool that will make us perform better for our clients."
Furthermore other surveys have suggested that candidates would consider employers that banned AI as less attractive and less "progressive"  organisations to work for.
The legend of King Canute comes to mind....
AI in the Consultancy Job Applicant's Arsenal
 
Job applicants are increasingly turning to AI for an edge.
The technology's application in recruitment for the job hunter is considerable and can include:
 	generating polished CVs that highlight a candidate’s achievements in the best light
 	producing a compelling cover letter or email
 	preparing for interviews with AI-driven simulations
However it can also help candidates with application forms, personality assessments/questionnaires, verbal and other reasoning tests, presentations, and real time assistance during interviews,  which many employers will feel "crosses a line".
It can also automate the job application process!
AI tools can analyse job descriptions to tailor applications that resonate closely with the employer's requirements, enhancing the applicant's chances of securing an interview. However, the sophistication of these tools also poses the risk of creating a facade that might not accurately reflect the applicant's true capabilities.
Ethical Quandaries and Employer Dilemmas
The ethical considerations of using AI in job applications are significant. The core issue revolves around authenticity and transparency. When AI tools enhance or even fabricate aspects of an applicant's profile (perhaps unbeknown to them unless they check the CV and cover letter very thoroughly), it undermines the recruitment process's integrity. Employers are at risk of being misled by candidates (or more specifically the AI they use) who may not possess the proficiencies their applications suggest.   Moreover, the unequal access to sophisticated and potentially costly AI tools can exacerbate disparities. This can favour applicants with the time and the means to utilise these technologies over potentially more suitable candidates without such access.
Recent research suggests that some social groups favour the use of AI while some avoid it. This is across age, gender, race, social class and neurodiverse applicants.  Is your process inadvertently discriminating?
From a candidate's perspective: "If I don't use AI will I lose out?" versus "If I do use AI will I be penalised?".
Mitigating the Risks of AI in Recruitment
Management consulting employers must adopt proactive strategies to navigate the complexities introduced by AI in recruitment.
This will include the obvious decisions such as:
 	What personal qualities do we want?
 	What skills do we need?
 	What experience do we require?
 
More importantly they will require assessment of how to evaluate these accurately in a landscape with widespread access to AI.
When an employer has a clear and agreed approach, the next decision is how to evaluate these requirements in a structured manner. This will influence the recruiting process and determine to what extent screening is designed to determine the use of AI by applicants.
The answers will be different at different grades and in different parts of the business. Clearly they could of course include proficiency in the use of AI!
This includes developing a keen eye for spotting inconsistencies in applications that may indicate AI augmentation. Additionally, employing more nuanced and interactive assessment methods, such as case studies, in-person interviews and presentations, or group discussions, can provide deeper insights into a candidate's actual abilities and interpersonal dynamics.
Some traditional text based assessments eg application forms, CVs, personality and reasoning tests are rapidly being rendered at best unreliable and at worst useless by AI.  Ref above Pinsent Masons has revamped its hiring process to include more verbal reasoning tests!
 
Transparency is key
Consultancy employers should be transparent and have a clear policy about their own stance on AI-enhanced applications. This might include setting guidelines that encourage honesty from applicants regarding their use of AI in preparing their application materials.
If there is a feeling that some aspects of AI risk "crossing the line" then the employer needs to discuss, agree and state what that line is.  This policy may need frequent review as technology evolves.
As a quid pro quo employers should themselves consider whether they should use AI and be fully transparent with applicants. This could enable employers to retain a competitive edge with candidates.
There is widespread cynicism and indeed anger (possibly misplaced) about the use of Applicant Tracking System (ATS)  tools by employers. This is often inaccurately described as AI but involving automated CV and application screening typically for  keywords  but enhances the frustrations candidates can feel about lack of "real humans" in the process.
Ironically many of the "problems" in recruitment and candidate experience are actually the result of humans, not technology.
There is a real opportunity for forward thinking management consultancy employers, to give themselves a competitive edge, not least by emphasising their "human face".
 
Other Employer Strategies for Ensuring Reliable Recruitment
To further safeguard the recruitment process, employers should also enhance their vetting procedures. This could involve more rigorous background checks, detailed reference calls, and a stronger emphasis on soft skills and cultural fit during interviews.
Incorporating AI on the employer's side, with tools designed to detect AI-generated content, can also level the playing field.
That said it is NOT 100% reliable so there is a risk of an employer banning job seekers unfairly.
Furthermore, fostering a recruitment culture that values genuine talent and potential over polished presentations can encourage applicants to present themselves more authentically.
Conclusion
The rise of AI in the job application process is inevitable. It offers both opportunities and challenges in the recruitment of management consultancy roles. While AI can enhance the efficiency and reach of recruitment, it necessitates a thoughtful discussion and response from employers to maintain consistency, fairness,  and crucially, integrity.
By adapting their recruitment strategies, employers can embrace the benefits of AI while mitigating its risks, ensuring that the hiring process remains a true reflection of a candidate's suitability for the role.
 
For more information on the job market, or to discuss your hiring plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### Hire the best management consultants and strategy consultants: a guide for corporate employers
For major corporates in industry, commerce, or financial services, there are compelling reasons for hiring strategy consultants and management consultants.  The pace of change is accelerating and bringing management consulting skills in-house can help a business stay ahead of the curve. Good consultants can be relevant across the enterprise, not just in the more traditional strategy or internal consulting teams.
A move “client-side” can often be very appealing for a management consultant. However the corporate employer should be aware that they are seeking to attract and hire candidates with a very different set of skills, motivators and career needs than traditional corporate functions of finance, HR, IT etc. Appealing to the best candidates, hiring the best candidates and keeping them requires a different approach.
Prism Executive Recruitment has considerable experience in this field. Here is our ten-point plan:
1. Do you really need a management consultant?
Management consultants are excited by innovation, change, variety, senior stakeholder management and really “making a difference” to an enterprise. The role being filled needs to offer most of these aspects now and, most importantly, for the foreseeable future. Consultants won’t want a job where in 12 months time it’s just "Business As Usual" (BAU) or change has stalled. Indeed BAU is a term of disdain used by many consultants! A frequent complaint from management consultants who have made the move and are now having second thoughts is that they were hired to act as “disruptive” change agents but there isn’t the will or (most importantly) enough executive-level backing and consensus to achieve this change.
2. Where can they go next?
Many management consultants are very ambitious. They accept that their route into corporate life may be via a consulting type role but they will want to be convinced that there is career progression. That could be into a more senior role in the same area or into another corporate function but it needs to be clearly moving their career forward and also positioning them for future growth. Ideally, an employer should be able to point to reassuring examples of other former consultants who have made similar moves in their business.
3. Colleagues
The best management consultants are humble and used to a role working with a wide range of people. That said they will also be used to working with and learning from very bright, fast track top performers and will need to be in an environment which has such people to interact with in their day to day work. Ideally, these may be people who can act as coaches and mentors too, as this will be important once they are on board. This is the norm in their current environment.
4. Management consultant candidate profile
Consider carefully what skills and experience are essential and which are simply icing on the cake. Many consulting skills are transferrable and a key one is the ability to pick things up quickly. Some specific experience, of course, maybe non-negotiable but for example, if an insurance company is hiring, is a deep knowledge of the industry essential and if so, why? Perhaps insights gained in other industries would have value, especially as the business is probably already full of insurance experts!
5. Candidate background
Top fast track MBAs who have gone to McKinsey/Bain/Boston Consulting Group etc. might have a fantastic CV but is that what is needed in this role? Can you attract them, can you afford them and can you keep them? Perhaps a more pragmatic and flexible option is called for.
6. Work-life balance
A tricky one. Consultants don’t want to be 9-5 and won’t thrive in such an environment. Consultants also rarely want to be desk-bound. Having said that one of the motivators for an industry move for many is to leave behind unsustainable hours and Monday to Friday travel, especially when families start coming into the picture. The key is for an employer to offer the right balance and flexibility.
7. Attracting management consultants
Whether hiring direct or via a recruiter, considerable care should go into the hooks required to appeal to a potential candidate in the first place. They will be busy, time-poor, probably not actively looking for a role and being pestered by recruiters and head-hunters all the time.
So why should they apply to an advertisement or respond to a voicemail/LinkedIn message/text? The answer is to ensure that the selling points of the role and move are readily discernible in a concise and compelling communication and the salary is readily visible. This should be either a range or display the top of what the role can afford. Time pressured consultants will make assumptions about the importance of the role and quality of the employer from this information as well of course as deciding whether or not the salary is enough. Consultants will have heard plenty of horror stories about valuable time wasted in application processes that end up with irreconcilable salary gaps and will be anxious to avoid falling into the same trap.
8. Recruitment process
This is absolutely critical and offers the best scope to differentiate. Consider how to keep it short and punchy while still affording the time to evaluate properly the candidates and to give them in turn, the opportunity to be wowed by impressive senior leaders and stakeholders. Ideally, these should include a former consultant or two. In any event, it is essential that the candidate meets some of the people who will be decision-makers and influencers over their future career. Also, consider the option to have both remote and "in person" interviews as well as informal chats over a coffee to increase candidate buy-in and comfort.
9. Offer the right salary and package the first time
In some quarters there is a notion that consultants need to accept a reduction in salary in exchange for a better work-life balance and the opportunity for a new career. Unfortunately, consultants don’t see it that way and may indeed feel they need compensation for the risk they may believe they are taking. It is certainly Prism’s experience that upper quartile consultants rarely need to consider a step back in base salary and often have multiple offers to choose from. The good news is that consulting firms’ salaries have not changed much in recent years so the gap between the two worlds is much less than it used to be. However, hiring the best consulting talent can require deep pockets.
It is essential that the offer made is the best possible: if an employer does so and then fails to land a great candidate then they will know they did all they could.
However, if they make a lower offer “because we can always go a bit higher if we need to” they may not have the opportunity to do so if the person accepts another offer or feels the relationship has been damaged by an attempt to get them “on the cheap”. Many candidates are very uncomfortable with salary negotiation.
10. Next steps when you have made an offer
A consulting firm will often fight tooth and nail to keep staff so be prepared for spirited attempts to persuade the preferred candidate to stay. This is another reason not to cheese-pare with the offer. Once they join there needs to be a comprehensive and carefully considered onboarding and induction process. Consultants are not prima donnas but will, in the early days, be sensitive to the possibility they’ve made a  mistake so a well thought out transition is important. Consider appointing a formal or informal mentor early on who can act as a counsel and sounding board for the new hire during this critical period as well, of course, as helping once they are settled in.
 
A final point on strategy consultant and management consultant recruitment
Your usual recruiters, whether they are in-house, or external agencies and search firms, may be excellent but will be unlikely to have the expertise to successfully find the best talent for you from within this incredibly complex sector. In these situations, you need well-respected specialist management consultant recruiters who know the market and know how to attract the best candidates to your business.
 
If you would like to discuss how Prism could help you to find and secure your ideal management consultancy candidate looking for a move into industry, please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or csale@prismrec.co.uk.
You can find more information on our recruitment solutions in our Client Services pages.
 

### Career planning: the role of the 'fantasy CV'!
A great career requires not just the ability to do a good job. The most successful management consultants and other executives invest time in planning to build their own career.
It is challenging to find time in a high-pressure job to devote time and energy to career development. However, it is important to set clear goals and identify a strategy to achieve them.
How do you identify your key career goals?
One technique is to write your own ‘fantasy CV’ dated 5 or 10 years in the future. From this, you can map out the path you need to take to make this CV become reality.
 	By specific when you identify your goals. What do you want to achieve and by when?
 	Work back from your objectives to determine what you need to do to achieve these goals. Set target dates and deadlines.
 	Identify key points on the critical path to achieving your objective. These may include developing new skills, gaining different experience, further education or training.
Consider the career path of others who have achieved your chosen career goal and identify the skills they acquired to succeed. Then learn from their experiences where possible.
An additional comment here would be that every now and then you need to ask the “Life, The Universe and Everything” question ie what really matters to you in your life and therefore decide how your career is going to fit in with that.
Enlist supporters
Relationships with other people are a crucial success factor in career development. Build up a network of individuals who can help you to achieve your goals. Consider what you can offer in return because the most effective relationships require give and take.
Aim to:
 	learn from other people’s experiences,
 	benefit from the advice of mentors
 	seek constructive criticism of your own skills
 	enlist support for your career objectives
Focus on your ambition
Once you have spent some time identifying your goals and your supporters you can then pull the facets of your career plan together into ‘Project Career’.
It is especially important to measure your progress regularly against target dates and deadlines. Periodically you should review the plan and adapt it if necessary.
Finally, try to avoid being distracted by excessive workload and deadlines!
Summary
The key is:
 	setting clear goals
 	enlisting and influencing supporters
 	making time to focus on pursuing your ambitions.
 

### Salaries: how to get the best salary in your new management consulting job
Most people don’t move for money but when on the job market it’s certainly a key consideration for many job seekers as our Management Consultancy Job Search Survey confirms.
It may be that quite early on a recruiter or potential employer will ask you for details of your current salary package or your requirements so it's essential you have given this thought and aren't surprised by the request.
It might seem a bit "forward" and of course is private information but in our experience transparency and openness is overwhelmingly the best approach. Managed well this can be very much to your benefit, ensuring you can position yourself for a great offer at the end of the process. This is covered in more depth below.
Here is Prism’s guide through the salary maze:
1. Think big picture
Think long term. No one will tolerate an unpleasant job or consulting career no matter how well paid! The starting point must be for you to decide what your goals are in your life and career. What’s important to you and what job are you aiming for in 10/15/20 years’ time? For example, there may be considerations around work-life balance that will influence how much travel you will accept, the length of the commute you will accept, the hours you work, how much stress and pressure etc. These in turn will have a direct bearing on your salary.
There are many other pieces in the jigsaw. Be as honest as you can with yourself here as these all have an impact on salary considerations. Some people, especially in their early careers, THINK they want the high flying career and very well paid top management consulting jobs. However deep down they really don’t want the shattering, life-changing, compromises that can be required.
2. What does this mean for the consulting job I should be aiming for now?
This is particularly relevant to the salary question as you may find you need to compromise or change tack to achieve your goals. You are likely to maximise your salary as a square peg in a square hole. I.e. when the role is a very close match for your skills and experience. However, that may not be the best direction for your career or of course a job that you actually want.
Also if you are very clear you want a step up in the level and challenge of the role then that may be reflected in the salary and/or package, at least in part,  albeit that there may be other considerations to bear in mind.
3. What am I worth? What should my salary be?
How long is a piece of string? It’s easy to get fixated on how much salary surveys say you should be earning, or the “to £xxxx” figures in tantalising job advertisements, or people bragging at work about leaving for an offer “too good to refuse” (well, no one’s going to brag about moving for “a bit more” or a lower salary are they?). Sometimes Prism is told “well I’m getting interviews for jobs paying  £x” as if that somehow means they are worth that figure.
The reality is that, like other markets (the value of your house for example) you are worth what someone is prepared to offer you. No more and no less. In practice in our experience employers are often willing to increase a salary by as much as 10-15% but rarely much more. Apart from the obvious cost consideration, they want a candidate to say “yes” for reasons other than being dangled a huge salary raise.
This is not 100% set in stone. It is entirely possible to argue a case for being underpaid and therefore a larger increase.  For example in the last couple of years many employees saw salary rises and promotions put on hold so this may underpin a case for a big uplift.  Another example is that graduate trainees'  loyalty is  rarely rewarded by their employers. They can find themselves several years after joining the victim of miserly salary rises. Or you have been transferred by your employer from a lower salary country.
However, if you feel you are underpaid or for some other reason you are "worth" a big uplift this needs to be backed by evidence.
In general some people are fortunate and do secure large rises but this is most definitely not the norm.
4. Should I accept a lower salary? Or package?
The answer is not always a resounding "no way"!  In Prism's experience, it is not at all unusual for individuals to consider a lower salary or package. There are numerous reasons why someone might do this. And (if you can afford it) it can be a good way of maximising the range of management consulting job opportunities available and ensure you get the best role and employer for your circumstances and career goals. However, care is needed: is an employer offering you a lower salary because the role actually is a step back? Fine if it's a role you really want or fits with your career plan. Otherwise it could leave you frustrated once the novelty has worn off. Or are they an employer that doesn't pay market rates for some reason?
If you take, for example, a 15% pay cut think how long it might take to regain that 15% in annual salary raises or promotions. Also of course a lower base can on occasion be more than compensated by a bigger bonus or equity depending upon the role, the employer and the risk appetite of the employee. Or the reverse: an increase in base salary, yes, but a lower package.
5. Why should I tell them my current/last salary if I'm worried that’s going to hold me back?
This is a contentious issue. In parts of the USA, it is illegal for an applicant to be asked their salary as it is thought to reinforce inequalities and lack of diversity.
In the UK it is not an illegal question so if you decide not to tell someone your current remuneration you risk looking like a member of the Awkward Squad or that you’re trying to hide something. The best tactic is honesty. If you are concerned that revealing your salary will adversely affect your future offer or mark you down as “not at the right level” for a role you should volunteer information and evidence  to counter that possibility at the earliest opportunity. Some applicants can be concerned that their low salary may be taken as a sign of their competency. Again the answer is to provide evidence to counter that risk rather than try to evade the question. Dodging the question inevitably raises the suspicion that you have something to hide: another reason to be honest.
For example:
 “I realise I am asking for a significant increase:  I have been operating at Senior Manager level for at least a year now but promotions are on hold, which is why I want to move and see a salary rise commensurate with the role I should be working at”.
Or
“I realise my current salary is quite a bit lower than the advertised role. I am seeking a significant increase because pay rises and promotions have been frozen in the last two years”.
Another possibility, of course, is that you are paid more than the role offers. People baulk at either matching your package or are wary of someone considering a lower salary. If you will take a cut you need to be crystal clear with the recruiter/employer on the salary and package you WILL accept (and if that rules you out then you’ve saved a lot of time). Consider volunteering why you are willing to do so to allay any concerns they may have.
6. So if I show them mine will they show me theirs?
Alas, they probably won't reveal the full salary band for the role you are being interviewed for. It’s unfair but it’s also why preparation is key.
7. I haven’t even had an interview yet: why are we discussing salary?
It is a widely held misconception that salary bands are very flexible and that an employer will always be able to accommodate the salary requirements of an ideal applicant if only that candidate has the opportunity to demonstrate their worth in the recruitment process. Or alternatively that it’s all down to some decent negotiating skills at the end of the process. This is very rarely the case. Huge amounts of time can be wasted by all parties if there isn’t transparent communication upfront from both sides. Of course, there are considerations about the nature of the package e.g. the benefits, the travel policies, the bonus etc. All of which adds a level of complexity to the discussion.
8. It’s the final interview
It’s quite likely that there will have been discussion on salary and package by this point. If not, it is legitimate to raise it, especially if there are aspects which are best covered in a face to face conversation e.g. the complexities of the benefits package or the bonus element and what influences how much is paid out. This is not a time to add £10,000 to the base salary requirements you discussed at the start, or with the recruiter. Think of it as the house buying equivalent of gazumping. No one likes it and it can cause the whole deal to fall apart.
If however there is a genuine change in your situation which might include a salary raise or promotion at your current employer or another offer which you feel is a legitimate benchmark then you should say so. If the process has been drawn out and you would be imminently passing up a bonus if you joined them it’s a good time to mention it.
Most employers would far rather know rather than risk losing you to another offer. However if theirs is your preferred option you need to be careful they don't decide not to make an offer because they're assuming you won't accept.
It's also vital to ensure that the employer has a forensic breakdown of all aspects of your current package. It is easy to overlook all the benefits, whose value can add up, and which might not be on offer in another employer.
9. You’ve got the offer
If it’s what you wanted then great!
 
But if it’s not, don’t panic. The first thing is to ensure you have ALL the information. i.e. full benefits package details, full details of bonus, the basis of travel expenses policy, date of next review etc. etc. Sometimes hidden in the detail is an aspect that makes a big difference. If not and the offer is either lower than you would like or unacceptable and you are keen on the job, you will have to ask for the employer to reconsider. Do not worry that they will be put out or even withdraw the offer. Many job seekers find this unpleasant and distasteful:
 	Why should I have to haggle?
 	Surely they should see my worth?
 	Why should I join a company that’s trying to get me on the cheap?
 	If I ask for more does that put me at the top of the salary band?  Or put me under more pressure to perform?
 	Are they struggling to afford me?
All are legitimate concerns but they assume a perfect knowledge from each side of the other’s position. This is rarely the case no matter how transparent and open all sides have been. As previously suggested you need to be able to present a logical and structured reason for them to improve the offer. This also has the advantage of taking the emotion out off the situation or making it look like one side or the other has "won".
10. Further negotiation
Options for improving the package could include the base salary obviously. Others to consider are:
 	a sign-on bonus or bonus guarantee
 	to bring the salary review or bonus date forward
 	improve the basis of the bonus calculation (for example lowering your targets) etc.
One aspect of any negotiation that shouldn’t be overlooked is the “if we do x will you do y?” and this can be used by the candidate too. No employer likes wasting their time improving the offer only for it still to be turned down.
For example
“thank you so much for the offer. I’m really excited by Bloggs Consulting but it’s a little lower than I was hoping for/the figures we discussed/my other offer(s). I know I mentioned £x and you've offered £y. But if you could meet me half way I’d be delighted to accept”. 
The employer needs the certainty that you will accept to consider such a ploy.
The role of the executive recruitment consultant in salary discussions
This is an area where a trustworthy, competent and professional intermediary e.g. a good recruitment agent or head-hunter can be invaluable: albeit the use of those adjectives reduces the population somewhat! They can do the negotiating for you, pay hardball or softball as required, ensure that neither side feels a loss of face etc. More importantly, they will have the experience of the management consultancy market and consulting salaries. They can manage the process effectively to ensure the best outcome. Plus they can give advice and guidance based on that experience.
Even if you suspect that the recruiter’s primary motivation is the fee then it is very much in their interest to get the best possible offer out of their client for you. Not because it’s a bigger fee but because it may make the difference between getting paid or getting nothing i.e. your accepting or declining the offer.
If however, you have concerns regarding the professionalism or integrity of the recruiter then you should engage with the employer directly: don’t go behind their backs but politely and firmly explain that this is such an important point in the process and such a complex area that you would like to do so. If the recruiter doesn’t like it: tough. Don’t worry unduly about what the employer might think. It’s not likely they will have a problem speaking directly with a future employee who they have already met several times and if they are unhappy with doing so then that might be a concern for you!
Of course, a good recruiter will not be just looking at their fee. They will have both the client’s and candidate’s interests at heart because they will be thinking long term. They are keen to ensure both a successful hire and an appreciative candidate. That’s good for business and good for you.
 
Find out more
See our latest Salary Review 2024 which is also available as a pdf: Prism Salary Review 2024 . We have advice and guides to help you with your job search in the Candidates section of Guides.
 
 

### A Suggested Three Stage Interview Process for Management Consultant Recruitment
It is crucial that the recruitment and interview process is designed to identify candidates who excel in their professional skills, have relevant and utilisable experience, and align with your culture and values.
It is also vital that it leaves all candidates with a positive view of your firm and (linked to this) is conducted at pace. This might ideally take c5-6 weeks (from candidate application/CV receipt) but could be shorter. Anything much more than 8 weeks carries a serious risk of losing the candidate to other employers. Or it may raise questions in their mind about the suitability of your firm or the level of priority attached to the “people” side.
Finally it is probably important that there is a face to face meeting: for many reasons on of which is to counter the AI assistance!
This guide outlines a three-stage interview process aimed at small/medium sized consultancies, assessing candidates on key areas: career progression, experience, client skills, presentation skills, and team fit.
Stage 1: Initial “in person” screening
Objective:
Assess career progression and experience.
Format:
Telephone or video interview.
Duration:
45 minutes plus time for their questions
Conductor:
A “senior consultant”: probably a Director or Partner
The initial meeting focuses on understanding the candidate's professional journey, key achievements, and the depth of their experience relevant to the role. It should also cover the job/career decisions to date and current motivations. Questions should explore:
 	The development of their roles and responsibilities.
 	Major projects and their outcomes.
 	Challenges faced and strategies employed to overcome them.
 	Contributions to their employer’s success.
Sample Questions:
 	"Could you describe your most significant career transition and its impact?"
 	"Explain a project you led that resulted in measurable success for the client."
 	"Discuss a time you faced a significant challenge in a project and how you addressed it."
Evaluation Criteria:
 	Assess career growth: past and potential, looking for decisions made, progressive responsibilities and achievements.
 	Evaluate the relevance of their past roles and projects to the position they are applying for, focusing on transferable skills and experience.
 	Determine their ability to identify, analyse, and solve work-related challenges.
 	Look for tangible impacts the candidate has had in their previous positions, such as improvements made, successes achieved, and recognition received.
Stage 2: Competency and Skills Assessment
Objective:
Evaluate specific experience plus client skills.
Format:
In-person or virtual meeting.
Duration:
60-90 minutes.
Conductor:
2-3 people including a Partner and another senior consulting leader.  Possibly a team member or HR.
This stage delves into the candidate's functional competencies, particularly their ability to interact with clients and their presentation skills. It involves a case study or project presentation related to the area of expertise required in the role, followed by a question-and-answer session to assess analytical thinking, problem-solving, and communication skills. This may evolve into a more general interview.
Preparation:
 	Candidates receive a case study or presentation brief in advance. Give consideration to how long: a week is adequate to “find time” but could lead to the applicant expending too much time. 24 hours (or even 1 hour!) might therefore be optimal BUT the candidate needs warning so they can ensure they have time e.g. the evening before. Ensure the candidate has guidance on how long the presentation should be.
 	The scenario should allow candidates to demonstrate strategic thinking and innovative solutions. If based on a real (anonymised) client situation it could have the added benefit of showcasing an exciting project.
Evaluation Criteria:
 	Clarity and persuasiveness of the presentation.
 	Ability to respond to challenging questions and feedback.
 	Demonstrated knowledge and expertise.
 	Strategic and problem-solving capabilities.
 	Personal impact
Stage 3: Cultural and Team Fit
Objective:
Assess team fit and alignment with company values.
Format:
Face to Face. Final senior interview plus informal meeting with one or more (ideally) team members
Duration:
90 minutes.
Conductor:
Senior Partner/CEO/Practice Lead plus team members
The final stage of the interview process focuses on the candidate's overall fit. This includes interpersonal skills, adaptability, suitability within the team and the company's culture. As well as the interview it could include a team lunch, a group discussion on a non-work-related topic, or even a team-building activity. These should provide insights into the candidate's personality and how they interact in a casual setting. It is also a final opportunity for the candidate to assess the firm and ask questions, both at a leadership and team level.
Evaluation Criteria:
 	Interpersonal and communication skills.
 	Ability to “gel” with fellow employees
 	Alignment with the company's core values and ethos.
Sample Activities:
 	Group discussion on a recent industry development or news, perhaps indirectly relevant to the firm.
 	Team problem-solving exercise.
 	Discussion about candidate’s goals and what they are seeking in the next stage of their career.
Conclusion
This three-stage interview process ensures a comprehensive evaluation of candidates, balancing technical competencies with cultural fit.
The process should be conducted with integrity, reasonable speed, and transparency, ensuring that candidates have a positive experience, irrespective of the outcome.
Implementing this guide will help you continue to build a team of dedicated, skilled, and cohesive consultants who will drive the firm's success.
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926 or chris.sale@prismrec.co.uk.
You can find more information on our recruitment solutions in our Client Services pages.

### Why career planning is essential
Successful consulting careers don’t happen by chance: they are actively managed and planned. 
Before you even THINK of putting together a CV let alone applying for a management consulting job you need a clear idea of where you want your career to go. The parameters can be broad. They can evolve or change. Inevitably they can be blown off course. But they need to be there!
Our guide to career planning for management consultants takes you through the key stages of the process. This starts from an overview of your goals, followed by consideration of the size of the firm you prefer to work for, a decision about specialisation and whether you prefer to remain in consulting or transfer to industry. In addition, we look at permanent versus interim.
The overview: Life the Universe and Everything
This is an occasional ‘deep dive’. A review of what is important to you in your life definitely needs to be more frequent than once a lifetime or ‘never’! Perhaps as a minimum it should be every 3-5 years.
The starting point for career planning is to look closely at yourself, perhaps with other people’s help. Try and decide what your personal strengths and weaknesses are and what you enjoy doing in life as well as in your work.
You will always be more successful doing something you enjoy, that fits with your personality.
Secondly you need to try and imagine your future self in, for example, 10 years on. In theory it might be longer but more than the medium term is impractical. Very few of us can predict how major life events will change how we will feel about our work and career in 20 or 30 years’ time.
In particular, consider what Is REALLY important to you. Money? Leadership? Interesting work? Having fun?  Work/life balance? Avoid the cliches. Be honest with yourself.
Yes, everyone wants to have loads of money and rule the world, except actually they don’t.
Therefore, try and look at what really matters to you and consequently how hard you might work for it! Hard work does not mean just longer hours. It can also mean other personal and emotional sacrifices and continually being willing to push yourself well outside your comfort zone. This is something that many individuals frequently say they are happy with, but in reality it isn’t what most people actually enjoy.
How do your overall goals shape your career?
Move from this overall ‘life review’ to what this might mean for your career. Management consultants have a complex and bewildering series of choices, not always easy to get right, which is why the preamble above is so important.
Many of the following considerations and options overlap, but by having a broad idea of your overall goals it will make it easier to assess the pros and cons of these choices.
Size of firm: large or small?
In general, trying to aim for some experience in a large brand name management consulting firm is a high career priority for all management consultants. It is seen by all employers (large and small, consulting side or in industry) as a badge of approval, training, and competence. They may be mistaken but that’s not the point!
If possible, this should be for a minimum of 3 years because any less looks like it didn’t work out. Ideally it would include one promotion to prove you were valued.
As a general rule smaller firms are always excited to hire candidates with a large firm pedigree, but the reverse may not apply.
It used to be thought that small firms were financially risky and employees are ‘safer’ in larger firms but recent recessions have shown that the big consultancies and technology players are ruthless about getting rid of staff when utilisation levels drop so there is no greater job security.
Large firms
As a more general point, apart from the CV enhancing brand name large firms tend to offer the following plusses:
 	Upper quartile pay and potentially significant earnings (as a Senior Director or Partner)
 	Structured career path and associated training
 	Major name clients and both large and varied projects with associated learning and experience
 	Innovation and leading-edge thinking
 	Contact, learning and mentoring from high calibre colleagues
 	Operational support & infrastructure
The negatives:
 	Bureaucratic and inflexible
 	Structure may limit variety and range of work and experience. Audit conflicts might limit the range of clients
 	Highly competitive especially at senior levels
 	Sometimes thought to be political in culture
 	Small fish in a very large pond even at senior levels
 	Limited scope for ‘white space’ activity e.g. developing new markets, new clients, new thinking,  because almost certainly someone else has done so or there’s a reason why you can’t
Smaller firms
A smaller firm doesn’t have the brand name to open doors (whether potential clients or future employers) but does have other advantages:
 	The consultant may be more visible both with clients and with the employer
 	As a big fish in small pond there is more scope to have a say/influence
 	Variety of projects and fewer restrictions
 	Often higher growth which can equate to accelerated career progression and fewer barriers
 	Greater responsibility: especially on smaller projects with more opportunity to own the assignment and see it end to end
 	Broader role especially for less senior consultants: more scope to take on additional responsibilities, get involved in sales or other business development etc.
 	The potential for equity/shares
On the downside:
 	Less potential to influence what work you are put on as a small firm may not have much choice
 	Less support/infrastructure
 	Founder owner/managers can be micromanagers and unwilling to cede control/decision making
 	May be reliant on small numbers of breadwinners so vulnerable if they leave
 	Difficult to move back to a large firm
What sort of role: delivery or sales?
Many are attracted to consulting because of the nature of consulting work: solving clients’ problems, influencing decisions, implementing change, transforming businesses etc etc.
However, in consulting firms the more senior roles i.e. Director level and upwards and sometimes Senior Manager grade, are given to people who can generate revenue whether that be from bringing the firm new clients and business or from growing existing accounts.
Business development requires overlapping but materially different skillsets and is a different role. Understandably many consultants are not interested in making this transition or may not feel they have the skills to succeed in this more sales-based role.
Unfortunately the other options for an ambitious management consultant are rather limited. This may mean a career and salary plateau albeit retaining the potential for interesting work. Alternatively, a move into industry or a move to a freelance or contract career (see below) is a possibility.
Larger firms occasionally have roles for Director level ‘Subject Matter Experts’ who don’t have revenue targets, but these are few and far between.
Do you want to be a specialist or generalist?
Depending on the employer and their firm’s structure a consulting career may commence with a clear focus on a sector and a service line. However, it is often broader.
The latter situation offers lower salary (more junior) consultants the opportunity to gain experience across a variety of work and clients and reflects the fact that the clients in turn are paying less for generic skills sets. The consulting firm gains because it has the flexibility to keep numbers on the bench to a minimum.
However soon the consultant will be progressing their career, developing expertise and experience (which is after all why their clients pay for them!).
Sometimes this is in a ‘competency’ so a consultant might become a supply chain consultant, or a strategy consultant, or IT consultant, or HR Consultant etc while still working across sectors. Often it is in a sector i.e. developing an expertise in one or an overlapping range of industries. Or both.
There may be a lot of overlap so the point is that in practice consultants can often get to Manager or Senior Manager level while maintaining a significant variety of skills and working across a broad range of assignments.
It should be stated however that many larger firm practices are quite narrow e.g. Operations consulting in insurance, as are “boutique” consulting firms who may have as their ‘go to market’ or USP a specialism i.e. Technology consulting in banking.
As a rule the more senior a role the more likely it is to require focus, often on a sector, because that focus and expertise can both enable higher charge rates and support sales. In the case of sales, decision makers who buy consultancy services often remain in the same industry sector if they change roles or change employers.  Which means in turn that senior consultants who have these contacts as part of their network of potential buyers also do so.
In practice therefore many in consulting at a leadership level of Director or Partner have a fairly clear sector focus and conversely it is sometimes difficult to retain breadth, if that is a motivation or career interest.
Consulting or industry?
This is an important aspect to consider in career planning.
Consulting careers can have many upsides:
 	often well paid
 	generally meritocratic
 	offering very varied and influential work
 	alongside high calibre colleagues.
Its negatives are:
 	lifestyle & work life balance (nights away, long hours, uncertainty/short notice projects),
 	the perspective is external and detached with a potential lack of ownership of recommendations
 	it can be difficult to get real business leadership roles whether P&L or people management and leadership.
 	Career progression requires the ability to sell work
A move ‘client side’, to industry, can address these problems albeit care is needed to avoid rose tinted spectacles. Long hours and travel can be a feature of ‘internal’ roles especially if they are utilising the consultant’s project and transformation-based skills. This can often involve visiting country wide or international parts of the business.
It can be a difficult move to make as there are relatively few roles calling for consulting skills sets and expertise at comparable salaries.
It may also be a dead-end move: for example, strategy consultants might find themselves in corporate strategy roles but without the prospect of moving into other areas. This may be either because there are other better qualified staff or simply because they have none of the skills or experience to enable them to take on and succeed in (probably) a different very well paid and senior role!
This can also often be a one way move, especially at senior levels, as industry doesn’t give any of the business development/sales skills necessary to enable a move back to a senior consulting role. Indeed they may only be able to return in a less senior role which most are unwilling to consider.
Permanent or interim?
For many management consultants the advantages of permanent employment are reflected in many of the points above: good and fairly secure earnings, career structure, continuity of work, training and personal development and working with colleagues in a team.
However, freelance work can be very tempting and is an attractive move for consultants at particular stages in their lives and career.
This work frequently offers much higher daily pay with the flexibility to choose work that enables the individual to decide what clients and projects they take on, to fit with their interests or work/life balance.
However, for some it can be a solitary existence and one without clear career or personal development so is an important consideration in career planning.  More than most consultants, they are hired for a specific set of existing skills and experience. Ten years on many contractors are doing the work they have always done. This can be both boring and limiting especially if the skills are no longer in demand.
Like some of the other options above this can be a one-way door. After a few years it becomes more difficult to return to the permanent job market for a variety of different reasons. While sometimes their clients, or consulting firms for which they are working as ‘associates’ may offer a permanent role, often this is on financially unattractive terms.
In conclusion
No-one needs to have all the answers and few people have their lives and careers mapped out. In fact both resilience and the ability to change tack are desirable personal and job skills.
But having some clear guidelines helps make the best of our skill-sets and optimise roles to fit with our life and career goals.
 
We have more career advice elsewhere on our website  including how to perfect your CV, optimise your LinkedIn profile and prepare for interview.
Review our current vacancies and follow us on LinkedIn.

### Ghosting - it's bad practice for employers AND candidates
Ghosting does damage to management consultancy employers…
…and candidates.
 
We’ve seen several articles recently about recruiters and employers guilty of this regrettable practice.
Whether it’s on the rise or being called out more readily I don’t know.
 
For those unfamiliar with the term it refers to the practice of employers or recruiters ignoring candidates (typically not reverting post application or interview and/or ignoring messages) or candidates doing the reverse.
 
As well as these recent articles we receive regular feedback on the subject of other employers’ and recruiters’ application “black holes”.
In our  job search survey  it was cited as one of the most frustrating aspects of the job search process.
 
Effect on an employer’s brand
 
What is surprising is how employers and the recruiters they use (both internal and external) appear oblivious to the brand damage that inevitably ensues.
 
This damage is literally incalculable. It takes very little effort to look on-line for reviews and negative ones inevitably dissuade candidates from applying in the first place.  They raise doubts about potentially entering a frustrating recruitment process as well as whether the employer is one they want to work for.
 
Widespread frustration
 
A post on this subject we placed on LinkedIn attracted an astonishing 350,000 impressions (a measure of how widely it was seen) which shows what a huge topic is it,  generating a lot of passion! It also produced numerous comments with universal disgust at the practice, but also acknowledgment that that it showed the employer’s “true colours”.
While it is widely known that many candidate job applications are not responded to, what was more alarming was how often candidates were “ghosted” after interview. Sometimes after several rounds of interviews.
Apart from the reputational damage to the employer there may be real damage to some applicants.  Mental health and well being is a front line topic and it’s not difficult to imagine this behaviour having a catastrophic impact on an unemployed job seeker.
How might ‘ghosting’ influence a consultancy firm's clients?
 
Less well known is the effect it may have with a management consulting firm's potential clients.  If an organisation is, for example, considering using a management consultancy, they may be impressed by a would-be supplier’s values or D&I policy but dissuaded by social media posts indicating how these values play out poorly in practice. Hypocrisy is rarely an attractive quality in an organisation.
There is also the very real possibility that a ghosted applicant might end up in an influential position with a prospective client.
 
Ghosting works both ways
Employers and recruiters can find they are on the receiving end of ghosting themselves from candidates who fail to return calls, prioritise a competing interview invitation or even ignore a job offer. We've also heard of candidates not turning up on Day One,  albeit not in our field of management consulting recruitment. Post-pandemic labour shortages  led to an increase in such practices as applicants had their pick of roles. The market may be calmer at present but good candidates are always in short supply.
It’s unlikely that there will be social media condemnation of these applicants, unlike employers,  but it is likely that the employer and/or recruiter and people involved in the process will retain information which may come back to haunt the candidate in future.
 
Crude job board algorithms put unsuitable jobs adverts in front of candidates who can apply with the click of a button without even reading the job and required qualifications. This leads to recruiters receiving applications from unqualified candidates and candidates applying to wholly unsuitable jobs they have no interest in. Both employer and candidate are overwhelmed and perhaps this is another reason for the practice.
 
The answer to both sides of the coin is of course the same: a robust and candidate centric recruitment process that from the outset treats applicants with respect. Often this will address candidate ghosting too. This might not always be easy but genuine commitment from all involved in the employer’s leadership and the recruitment policies is essential.

### Superiority of 'headhunted candidates' is a myth
There’s a dated view of the superiority of the passive job seeker which is incorrect.
Our stock in trade is finding such candidates and we're very experienced headhunters, but there is a myth that somehow they are always a better bet for recruiters and employers alike.
It is often born of a mild prejudice which is that there is potentially something untoward or a hidden motivation behind  someone keen to find a new role. Perhaps the feeling is that it might be a sign of difficulties at work with the implicit view that it might be the candidate’s fault. Lack of career prospects perhaps….or not thought good enough to promote? Perhaps the candidate has been made redundant and with the very dated implication that an employer never loses its best employees. Or even worse: talk of a Compromise Agreement.
Another prejudice is about the method of finding candidates and that headhunting is the only option for some roles.  “The best candidates are always headhunted ” and “Top talent never looks for a job” and so on.
Here are five reasons why you should welcome active job seekers:
 	They are serious about looking and will usually move to a new job somewhere, unlike Ms./Mr Headhunted who may stay put or  use your offer to get a salary rise from their current employer.
 	They are more flexible: no job is perfect and they recognise that.
 	They are more realistic re salary and may not be insisting on a salary hike.
 	They will try and work with your recruitment process, and be more flexible.
 	They may be available to start sooner.
While we often fill jobs with candidates we headhunt, on many occasions we help excellent management consultancy candidates fill great jobs because they see an advertisement or hear of the role through their network and contact us.
So if you want to find the right candidate for the job by all means expand the pool by tapping passive candidates on the shoulder but don’t ignore the great talent under your nose.
 
For more information on how Prism  Executive Recruitment could help your organisation, visit our recruitment services page or contact Chris Sale (Managing Director) on 01344 636 426 or chris.sale@prismrecruitment.com

### Salary offers for Management Consultancies: get that star candidate!
The management consultancies process of making an offer and securing, or losing, a candidate who might have been in your interview process for months is fraught with potential for disaster. Too low a salary and you won’t secure them. Too high, and you might store up internal comparability problems, lack of headroom for further salary growth or render them too expensive for clients, etc.
Your management consultancies business will have a market position, an income and cost model relating to salaries. This will factor in the profitability of the business, growth, related investment decisions, the remuneration of the founders/shareholders and so on. As a result, the business should have a broad understanding of the salary range it can afford for a given level.
This guide is intended to ensure you can secure the best staff you can afford, not to suggest you change your model: however it is always sensible to work from informed market rate guidelines and salary surveys.  You also need to factor in that many candidates will of course be trying to secure themselves the highest salary possible.
 
Here is Prism’s six-point plan for management consultancies success:
 
1. Ensure you have internal clarity and agreement on what your salary ranges are for each job level
This might sound obvious but smaller management consultancies may have managed to grow without formalising this. For each level divide the salary range into three and then document what skills and performance you would expect to see in each band. This will help ensure you don’t get salary creep in external hiring, avoid external candidates leapfrogging existing staff and provide a clear path for employees’ salary reviews.
2. Decide what salary ranges you will go to market with
Some management consultancy firms decide, for example, they will not recruit externally beyond a certain point in the range. This helps avoid internal problems and always allows headroom for rises, but it can be restrictive. You should be clear internally and with external recruitment partners on what this range should be. For example, “our preference is in the range £85,000 to £90,000 but the maximum we could go to is £92,500”. The actual range of pay might be up to £100,000 (for example) but there is not necessarily an advantage in making that information available  externally.
3. Include salary information when you advertise
If you are recruiting directly and advertise vacancies on your website or job boards, you need to decide whether to “go public” on the salary. On the plus side, there is a lot of evidence you will maximise the flow of relevant candidates mainly because applicants are much more likely to apply if there is a stated salary.
Furthermore, you won’t waste time dealing with candidates who won’t consider your salary range. Understandably, however, you will need to consider whether you want potential clients and competitors seeing this information. Also, there may be advantages in the negotiation process to a degree of opaqueness! A very bad reason for not displaying salaries is out of fear of the reaction of existing staff.
4. Check management consultancies candidate expectations at first interview
Early on in the management consultancies recruitment process, you need to get some clear guidelines on salary expectations from the candidate. This can be a sensitive subject, but the nettle needs to be grasped as it will not only save a lot of time but also make it much more likely that the final stages will be fruitful. It’s not really something you can ask by email so this should happen in the initial telephone call or during the first interview. Ideally, just be frank and ask them!
You need to capture:
 	base salary (and when last/next reviewed)
 	any cash guarantee (e.g. car allowance, London weighting etc)
 	bonus (both target AND what has been achieved as well as when next awarded and next paid)
 	pension % (employer and employee)
 	travel expenses (if they are home-based and your policy is different, this can make a huge difference)
Be aware that sometimes figures change with a bit of gentle probing: your follow up to the answer to your question "what is your base salary?" should always be "So to confirm £xxx is your base salary?"
You should also ask them what salary range they are seeking: there is a risk of course that if they have seen you advertise a range or the agency has told them one, they will ask for the top of that! If they are seeking either considerably below or above the advertised figure now is the time to address this.
If the management consultancies candidate is unwilling to divulge a figure, don’t take it negatively: it MAY be a sign they are earning considerably less than you might offer, and they don’t want to put you off. They could be earning more and either wary of your reaction to them considering a salary drop or hoping you will be willing and able to offer more to accommodate them. But equally, it is an area not everyone is comfortable discussing especially at the first interview.
You should, however, try and pin them down to a preferred salary range. Again be direct: “What’s the minimum base you would accept?  What’s the salary you’d be pleased with?”. Also, try and assess their attitude to variable compensation: candidates differ markedly in how they view bonuses, or shares, for example.
Be prepared to gently "test" them: clearly you don't want a full on argument but if their aspirations are more than you're expecting try and find out the basis for their suggestion.
5. Re-check the management consultancies candidate's requirements at final interview
At the final interview repeat 4) above. It may now be several months since you asked. They may have other offers, which will give them a clear benchmark of their worth. The candidate may have had a raise or a bonus. They may have had NO other offers! He or she may decide to "try their luck" as they will assume you’re obviously interested in them and their bargaining position is therefore stronger. The key questions are, again: “What’s the minimum base you would accept?” and “What’s the salary you’d be pleased with?”.
Manage their expectations. Hopefully, you can afford their minimum as otherwise you would have ruled them out at 1st stage (unless it’s changed: in which case ask them why). If any likely offer would be at or around the lower figure you should explain why, if possible, and seek to reassure them regarding variable aspects, as well as career (and therefore salary) progression.
6. Make an offer
Reference 1) above and 5) above. Some employers consider this stage a cat and mouse game: “we’ll make a low offer and see what the candidate says”. DO NOT DO THIS. Candidates do not like it at all: many view it as insulting and some simply hate negotiating, with the (perceived) demeaning "haggling" aspect. They want to know that you have considered their value carefully and done your utmost to entice them with a "best and final" offer.
You may think they will push back if they are interested, and you can then agree to a compromise figure. They may do, but is it worth the risk?  Much more likely is you will have curdled the relationship and perhaps pushed them to accept another offer. Worse still, you may end up having to offer them MORE than they would have originally been happy with, to sweeten them (yes, we have seen that happen).
In summary
The offer you make should be very simply the best you can afford and believe they are worth. It should be a figure where if the candidate says no you can console yourself you gave it your best shot. If that is above the amount they said they would be happy with: even better! You have delighted them! If the offer is at or around their minimum is there ANYTHING you can do to sweeten the pill? A sign-on bonus? Guarantee part of the annual bonus? Bring forward a salary review? Share schemes?
A good and experienced Management Consultancies recruiter make a big difference in getting this right and the term “agent” is especially valid. If they do their job well then not only will there be a successful hire but also all parties should feel pleased with the outcome!
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or chris.sale@prismrec.co.uk.
You can find more information on our recruitment solutions in our Client Services pages.

### Management Consultancy Recruitment: be Proactive not Reactive
The average time it takes to hire a management consultant, from process start to employee start, is six months.
The most forward-thinking and successful management consulting firms invariably have a policy of always being on the lookout for potential employees: ideally hiring them when found but otherwise being able to keep the relationship bubbling until there is a role. Of critical importance is transparency however: don't waste anyone's time, be open and honest. Within consultancy recruitment, applicants hate fishing trips and roles going on hold.
This definitely applies in a downturn. When other employers are closing their doors is a great time to speak to excellent candidates
Whatever the ups and downs of the economy, there are often shortages of good consultants across certain sectors and skill areas. Many expanding employers are seeking to increase their headcount and the problem of acquisition of top talent is ever present.
It is true that there are always active job seekers in the market, but there are also always reasons why they may not actually make a move when they get an offer in their hand and the best candidates may have the luxury of multiple offers i.e. they won’t necessarily accept your offer.
You can't guarantee to fill a management consulting job easily when a vacancy arises and that undeniably has a material effect on a firm's bottom line.  It can take 6 months to hire and in the meantime the only option may be expensive Associates. This pain is felt across the board from SMEs to global firms.
 
How should hiring companies modify their consultancy recruitment strategy?
Always be hiring good management consultants
Many smaller consulting firms have a business model which is part permanent staff and part associate. The short term advantage is the ability to quickly staff projects with good consultants without the perm headcount salary overhead.
What is less widely appreciated is that this not only protects the permanent staff (if there is a business slowdown fewer associates are used) but also provides the ideal opportunity to hire good candidates when they present themselves: not just when the right project appears.
Seek out and nurture passive candidates
These are the candidates who are not actively looking for a consulting job. They may be more attracted to the right company and culture than a specific role. Don’t expect them to be available at short notice.
They may well have the culture fit, profile and skills your company needs but perhaps not right now.
 	Use social media to attract the passive consultant job seeker. Establish a digital presence to engage with potential candidates. Attract ‘followers’ who will become familiar with your brand.
 	Ensure you have a presence at relevant membership or industry events.
 	Use a specialist consultancy recruitment company. They have a network of potential management consultancy candidates whom they have helped find consultancy jobs in the past. A good executive recruitment company will keep in touch with these individuals and will be playing a part in their career progression. These candidates may not be actively looking at present, but may be receptive to a discussion about an interesting role, now or in the future.
 	Incorporate a “Join Our Team” section on your website to sell your company vision and culture. Make it easy for prospective candidates to submit a CV.
Employee referrals
Ensure all company employees are encouraged to look out for and refer potential hires. Employee referrals are more likely to yield a candidate who is a good cultural fit with your organisation and have a positive attitude to your company.
 	Incentivise current employees to make referrals.
 	Hold informal events where potential recruits could discover more about your organisation and its culture without commitment.
 	Raise your profile by hosting or sponsoring alumni events for organisations who have traditionally provided some of your best workforce (university, professional associations etc.)
Network with possible candidates
 	In an era of emails and digital communication, be prepared to invest time in person.
 	Ensure absolute confidentiality.
 	Be proactive and honest in your discussions.
 	Keep in touch until the time is right for that candidate to make a move.
 	Become the Employer people want to work for.
Keep a database
This might include:
 	Applicants for a specific consulting job may not have had the precise skills required but whose career path could make them an attractive experienced management consultant in 18 months’ time.
 	The ideal candidate who is not yet ready to leave his or her current employer.
 	Near misses: candidates who join other firms
Aim to build a relationship and keep in touch. Ensure you are GDPR compliant
Build a rapport with Management Consultancy recruitment agencies
Ensure you develop and maintain an ongoing relationship with your consultancy recruitment partner. A good specialist management consultancy recruitment company will understand the culture of your organisation and will look out for potential candidates who are the right fit, regardless of whether you have a specific vacancy in mind, if you ask them to. This doesn't mean a blizzard of speculative CVs for you to wade through: quite the reverse.
At Prism it is not unusual for us to occasionally introduce strong candidates to a client we have an ongoing relationship with: there are benefits to the company and candidate and this can result in excellent hires for the employer.
Ongoing management consultancy recruitment may require a shift in strategy from reactive to proactive consultancy recruitment, but it is an essential change to ensure you find, attract and employ the best talent.
For more information on building a sustainable long-term candidate pipeline email Chris Sale, Managing Director, Prism Executive Recruitment chris.sale@prismrec.co.uk or call him on 01344 636426
 

### The job interview: how to answer competency-based questions
These are not the same as the “walk me through your CV” or “tell me about what you did at Company X”.
What is a competency-based interview question?
These are questions designed to reveal your personal characteristics or experience and also to enable the interviewer to evaluate it. These interview questions are often characterised by the phrase “tell me about a time when…” or “give an example of when you…..”.
Competency-based interview questions always require an example of something you’ve done in the past.  (In contrast, standard interview questions such as ‘What are your strengths and weaknesses?’, don’t explicitly call for examples, although it’s always great to provide one.)
What skills is the interviewer testing with competency-based questions?
The original “competency” interview framework was often HR devised/led. It focused on personal and character skills which you would be invited to demonstrate. For example “communication skills”, “teamwork”, “leadership” etc.
However typically now it’s a lot broader, covering all aspects of skills, knowledge/experience and behaviours you’ll bring into the role. Employers will use open questions to discover real-life scenarios where you can demonstrate you used your competencies to the best effect.  Sometimes different interviewers will have the same questions which can lead to a common, standard assessment.
The good news for the candidate is that this can give the opportunity to showcase skills and experience. The bad news is that these open-ended questions can also give the opportunity to be overly loquacious and drift away from the point!
 
As with all interviews, preparation is key
 
Ensure you have the original job advertisement and (ideally) the job spec for the role. Read both the job description and the candidate requirements. Ensure you can give examples in your recent career which demonstrate your suitability your competency and address the key requirements. You definitely don’t have to cover all aspects of the job. Nevertheless you should be able to articulate clearly as many of the “requirements” whether they be “experience” related or behaviour/personality features.
If there are areas you can’t demonstrate with prior experience then a decent fallback is to consider how you would approach a situation or might demonstrate a characteristic.
But don’t rehearse to the point where you sound robotic.
 
The STAR approach to tackling an interview question
 
At interview you should consider structuring each example using the STAR technique: Situation, Task, Action, Result.
 
This means setting the scene (situation), describing what you wanted to achieve (task), communicating what you actually did (action), and then talking about the result – how was the situation resolved?  How did your actions affect the outcome?
When delivering your response to the question keep the following in mind:
 	Keep a positive tone throughout.
 	Don’t focus on negatives or criticise others.
 	Emphasise how you contributed to the successful outcome.
 	Don’t be bashful: many people say “we“ because they want to come over as a team player but the result is often that you undermine yourself and your contribution.
 	Results are best evidenced by numbers.
 	In some cases add an additional sentence or two to explain what you learned from the experience. What would you do differently next time?
Demonstrate your competencies with relevant examples
Your examples must be tailored to the competencies required for the role you’re applying for. But don’t fall into the trap of being too verbose: brevity is key and the most important parts are action and results.
If in doubt either ask how detailed your reply should be. Alternatively give a short-ish version and ask the interviewer if they would like more information. Many competency-based questions have a series of follow up queries in any event.
Don’t be afraid to take a moment to consider your answer. Or to clarify the question. Like with an exam it’s easy to launch into an answer relating to the question you THOUGHT was asked rather than what was actually wanted.
Next steps
If the recruiter and employer are being very structured, they will allocate a score to the answers which helps with comparing applicants.
This might be based around:
 	Do you have demonstrable experience of the required competency or skill?
 	Are your examples relevant?
 	Have you articulated your role and your action, and your contribution to outcomes?
While you don’t want to put the interviewer in a difficult position or overrun your allocated time there is no harm in asking whether they were happy with your answers or require more information. They will rarely take you up on the offer. However it shows you are concerned to demonstrate your relevance for the role.
 
For more career and interview advice including pre-interview preparation for candidates see our Candidate Advice Guides.
 

### Are candidates pulling out of your recruitment process?
In a UK survey of candidates over 75% said that they had withdrawn their application at least once in the previous two years because of aspects of the process which the hiring organisation or the recruiter did badly.
This represents a huge challenge for organisations in the current climate of skills shortages. Especially given the difficulty of finding strong candidates in the first place and getting them into a recruitment process for the management consultancy job you need to fill.
It is however also a great opportunity for  recruiters to tighten up their processes. They should ensure they give management consultancy candidates a top quality and professional service. A key way to think of applicants is that they are as vital to you as clients and customers, if not more so.
The main reasons for applicants withdrawing their applications were:
 	87.5 %  cited  “communication issues” namely failing to keep the candidates informed.
 	72.1% mentioned “timescales”. While mainly this reflected slow and protracted processes causing them to lose interest in a minority of cases it was too short!
 	70.6 % were unhappy with the interview and assessment process. Examples include being inappropriate for the level of the role, repetitive questions, attempts to find out about competitors and  "jumping through hoops" were regular complaints.
 	68.4% blamed recruiter behaviour/attitude. This covered both internal and external recruiters.
 	64% referred to interviewer attitude. This included sometimes appearing rude, arrogant, aggressive or ill informed
Other factors leading to candidates withdrawing from the interview process
Less frequent reasons included discovering the role wasn’t what they thought it was i.e. “not as advertised". Negative research about the employer and lack of rapport between the applicants and the people they met in the process were also cited.
The survey excluded answers where the candidates withdrew because they had found another job elsewhere.  However the poor experience may have contributed to them doing so. In other words, the figure is probably an underestimate!
This suggests that while many employers are concerned about candidate and talent shortages that a modest investment in improving processes and communication could significantly improve the likelihood of getting good candidates.
 

### How to secure the perfect Management Consultancy candidate
Landing your ideal candidate is as important as finding them.
You might have identified or piqued the interest of a great consultancy candidate but can you actually hire them? In order to make sure they actually join your firm it’s important to prepare and to optimise all aspects of the recruitment proposition before you start looking. Otherwise you risk failing to engage your ideal consultancy candidate or losing them any stage in the process.
A great recruitment process
The recruitment process is potentially the candidate’s first direct interaction with your company: if it is sloppy it creates a bad impression, too difficult or time-consuming and it's off-putting, slow and you may lose the perfect consultancy candidate to a more efficient competitor. How easy is it for candidates to apply for jobs or otherwise approach your business?
An efficient recruitment process is vital. When reviewing your recruitment process thinking about the candidate's consultancy experience is key. Meghan Biro of Forbes, suggests walking in the job seeker’s shoes, personalising the experience:
"As you design or improve your hiring process, keep the applicant experience front and centre at all times. Yes, this is about fulfilling your organisation’s needs, but the more you understand and design the process from the applicant’s point of view, the more successful you will be."
Your brand
Pay attention to your company brand from the perspective of hiring and talent attraction. In this digital age, information regarding your company is easily accessible. It is important companies regularly update information in the public domain:
 	What do your website and social media accounts including LinkedIn say about the company?
 	What are employees/ex-employees saying about your company, especially on Glassdoor and equivalent sites? If negative what are you doing to limit the damage?
 	How can your business be more attractive to potential employees?
 	Do the process and interviewers support the brand and values you are presenting?
The brand isn't the same as a scale and being well known and it's vitally important for smaller and less recognised employers to invest in their brand as an employer. Indeed by doing so they can become an attractive option to the many consultancy candidates who are less keen on the major consultancy firms.
Highlight company vision
High calibre consultancy applicants are looking for visionary companies so share your firm's goals with candidates to provide them with insights into the big picture. Promote the aims and ambitions of your company to the candidate, in the same manner, you expect them to sell themselves to you!
Values and culture
One of the main reasons why candidates start on their job search is when they feel that their employer's values and culture don't suit them: either it never really did or, more commonly, it's changed as the company has grown or changed ownership or changed management.
A consultancy candidate seeking a new role and employer will have a number of key boxes they want to tick and this comes high on the list for many. So, assuming that "values and culture" is indeed an aspect of the firm that everyone is clear on and "front of mind" ensure that this is communicated in the selection process.
Emphasise career development
Almost all candidates seek personal and career growth opportunities. The job you are seeking to fill is clearly front of mind but you must be able to paint a convincing picture of further career growth. Taking time to discover the candidate's broader motivations gives you the opportunity to discuss your company and the role in a bespoke manner emphasising key aspects of the job, applicable career growth and learning opportunities for each individual.
Make an acceptable offer
Making the right offer is the key factor in securing your ideal consultancy candidate. If possible early in the process have a detailed discussion with the applicant about their current package and expectations. If the candidate seems to be over-optimistic there may be a reason (e.g not had a salary rise in years) so it's worth doing a bit of gentle probing. Also, do your research, know the benchmarks in management consultancy and don’t neglect non-salary related benefits (i.e. bonuses, sign-on packages, healthcare, pension, equity and travel/expenses policy). To ensure salary expectations are met it is important to thoroughly explain the package you offer.
Finally don't be tempted to get the candidate as cheaply as possible: go in with your BEST offer and hope to impress. Don't go for the minimum you think they might accept and end up souring the trust and potentially losing the candidate. Some employers think that a bit of negotiation is all "part of the game" but few candidates think that way. Keeping a lid on costs is vital but some employers focus more on the opportunity to save on salaries than to attract great talent, with all the value that can bring.
An advantage of using a specialist and experienced recruitment firm is that they can play a vital role in the negotiation process. Prism Executive Recruitment is happy to provide advice on the current market.
Read the full Prism Executive Recruitment Salary Review 2024 or download as a pdf.
Dealing with counter offers
In times of talent shortage, it is highly likely that your ideal candidate will receive a counteroffer from their current employer. This might be a surprise to them so pre-empt this by discussing this possibility in advance with them. A competitive package will reduce the risk and a good third party recruiter will be experienced in handling such a situation. There are a number of reasons why your candidate shouldn’t accept a counter-offer, but ideally, try to avoid the situation arising in the first place.
Communication, communication, communication
A recurring theme with candidates is dissatisfaction with the information received during the course of their applications. Any perusal of career-related blogs and fora will confirm that in many cases it's a dismal picture.
Ensure your competitive advantage by making the recruitment process as swift as possible and communicating regularly, accurately and honestly with candidates about what's happening with their application and likely timescales.
The majority of employers are very poor at this. Perhaps they don't realise the importance of timely and warm communication. They mean well but client commitments crowd out everything else. Or possibly due to embarrassment about any delay or because of a reluctance to over-commit: but the result is, unfortunately, employers can end up saying nothing which is far worse.
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on (0) 203 143 5926  or chris.sale@prismrec.co.uk
For more information on our services please visit prismrecruitment.co.uk           
 
 

### What is Executive Search and why does it matter to a Management Consulting employer?
The definition of Executive Search seems very simple....
What is executive search? Executive Search is the process of actively seeking, or "hunting", an individual to fill an Executive level role. In the case of Prism Executive Recruitment, this could typically be a Senior Management Consultancy job, or a Director role in a management consulting firm.
.....in practice it is considerably more complicated.
There are different views on what is involved, which can vary depending on who is being asked!
The explicit point is the term “Search” and the implication is that this goes considerably beyond a trawl of active candidates. This. kind of trawl could include job advertisement applicants or active and recently registered candidates on a recruiter’s database.
This links to the other word: the importance and seniority of the role implied in the term “Executive”. This suggests that there is more of a business imperative to find the best available person for the job (rather than only active job seekers). This, therefore, justifies the (often) greater cost and considerably greater effort involved in this broader remit.
Why does it matter?
In summary the payment structure and exclusivity aspects provide a recruiter with a massively increased incentive to fill the vacancy AND because of the extra time and effort to reassure the employer the candidate is the best available.
 So what does Executive Search involve?
 
In days gone by Executive Search firms enjoyed a sense of mystery and exclusivity. They were seen as “head-hunters” with the fabled “Black Book” of contacts. Alternatively, they were seen as having mysterious open-door access to leading Industry movers and shakers. Who knows, perhaps they went to the same school!
 
In practice, the ability of such firms to do a good job relied upon excellent researchers. They would produce a list of target employers i.e. places the Executive might currently be working. This would allow them to find the name of the relevant Executive, and be able to get through to them, usually by telephone.
 
These days some of the same skills apply but the process has of course been revolutionised by the internet. This has enabled a bewildering range of sources and information on the potential Executive “candidate”. It has also produced myriad methods of contacting the individual.
 
In practice the key elements that make up Executive Search are:
 
1. A retainer payment from the hiring employer to the recruiter
This covers a small part of the recruiter’s costs but more importantly ensures the commitment of both parties. The recruiter knows the employer is serious about hiring while the employer is paying for a specific service and knows (via the agreed contract) that the recruiter will put time and effort into performing the service. An overlooked aspect is that candidates can be reassured by this “serious” engagement and know they won’t be wasting their time. Another important part of the contract is agreement of the role and candidate descriptions.
2. A structured approach to identifying potential candidates
This structure can encompass a range of routes, for example both advertising and active approaches of potential candidates. However, it is undertaken with the aim of casting a wide net across both active and passive job seekers. The latter might involve agreeing with the hiring company a list of potential employers where the Executive could currently be working. The research phase of the Executive Search project would be to look at each of those companies and identify relevant people. This is immeasurably easier than before because of LinkedIn. However, this is not the only source of information. In many cases, other methods are used alongside this. Note that the quality of the final shortlist and eventual appointment will be wholly dependent upon the quality and thoroughness of this process. If the recruiter/researcher only does a bit of basic LinkedIn searching that will have a big impact later. It is also important to cast a wide net: active job seekers are of course a great resource and it is a myth that the best candidates have to be headhunted or aren't looking for a role.
3. Approaching potential applicants
Often the strongest candidates are inundated with approaches (via LinkedIn for example) and will ignore 95% of them. A quality Executive Search approach will get the balance between persistence and being an irritant. The researcher or consultant will try several different routes and will have the market knowledge to draft a short but compelling message. They will also have a quality reputation such that the candidate is happy to respond. The key aspect is to “intrigue” the Executive who is happy in their current role but without wasting everyone’s time!
4. Compiling a shortlist
Many elements apply here but the most important is to continue to enthuse and excite the candidate about the role and the employer. A key aspect of the service is often quality documentation in the form of a comprehensive job spec or assignment brief. At the same time, the executive recruiter will assess the strength of the individual. This could be against the agreed candidate specification with some form of a structured interview. Communication between the recruiter and the client at all stages is key and especially agreement on the process. Some employers only want to see the CVs of the “best” three candidates. This is the traditional Executive Search approach and may seem a bit “headhunter knows best”! Other employers are keen on being involved, discussing and selecting the shortlist from a much longer list of “possibles”. This approach can play an important part in reassuring the employer that they are indeed seeing the candidates that are most suited to the role and company.
5. Managing the process
While it is understandable to consider that the Executive Search is done and dusted at shortlist stage, the reality is that the influence and role of a quality, experienced recruiter is only just starting! They should at all stages be transparent and honest but will be gently herding both parties towards a successful conclusion. A “successful conclusion” is not just the recruiter’s fee". For the client it is a talented new employee who will achieve the impact that they were hoping for. For the candidate it is great new step in their career where they will thrive. Only with both of those elements in place can the Executive Search assignment be a success!
 
If you would like to discuss executive search in more detail and how we can help with your talent acquisition strategy, please contact Chris Sale, Managing Director, Prism Executive Recruitment on 01344 636 426 or chris.sale@prismrec.co.uk
 
Prism are specialists in finding exceptional consulting talent for a broad range of management consultancies, large and small, also including the professional services arms of major systems integrators.
 

### Interview preparation - advice for management consulting firms
 
Interview preparation by employers is an important aspect of ensuring a great candidate experience and therefore hiring the best talent.
Whether you view interviewing as a necessary evil or a refreshing change from day to day consulting work, the reality is that few management consulting professionals are trained interviewers.  Self-evidently, however, their role is crucial in attracting candidates to their firms and ensuring that they have the skill sets, personal qualities, and experience to undertake the role for which they are being assessed. Some interview preparation is, therefore, essential!
Agreement across decision makers
In advance, ensure you get consensus on both the process you will follow and the candidate requirements. In particular, consider the following key factors:
 	Decide on the job description and candidate profile and that all the criteria specified are genuinely relevant pre-requisites for success in the role
 	What qualities do you seek in a candidate? How will you measure these qualities and at what stage in the process?
 	What are your selling points as an employer? How will you ensure that you make the candidate aware of these from an early stage of the recruitment process?
 	Who will you involve in the process and why?
Of the four points above, the most important aspect of interview preparation and management is evaluating the candidate. You can employ a traditional experience related interview, or alternatively more sophisticated competency based techniques and include formal (or informal) presentations and case studies. The key point is that the choice of format must be directly relevant to the role i.e. there is no point in asking someone to do a presentation if it’s not likely they will be doing so in the job. Psychometrics and aptitude tests are sometimes included in the selection process without any clear reason or logic. Of course can have real value but need to be done "in person" to avoid the risk of AI "cheating".
Establish the interview process
Construct your interview process to fulfill the following criteria:
 	Acquire basic information –  location preferences, details of current salary, salary requirements, the reason for job search, notice period, contact details, the status of job search, the reason for interest in the role/firm etc.
 	A maximum of three stages, which will include meeting all relevant decision makers.
 	Evaluation of career history including promotions, reporting lines and reasons for job moves.
 	Evaluation of a candidate's skills and experience as required by the role.
 	Assessment of personal qualities and personality characteristics with references to the role and firm in question.
 	Briefing the candidates on the role and selling the company.
 	Allowing candidates to ask questions and evaluate their own comfort with the firm, role, and people.
 	Completing the process within a reasonable time scale: not too hasty, not too slow.
Interview preparation checklist
While the nature of the interview will depend on the stage of the process and the role of the interviewer, the following checklist may help:
1. Am I clear what my role is in this interview and what the next step is in the process?
2. Do I have a copy of the CV (and covering letter if provided)?
3. Allow at least 10 minutes to thoroughly read the CV and note points which require discussion. Refer to any previous interview notes if relevant.
4. If it is not the first interview, check well in advance (i.e. not 15 minutes before) for notes from previous interviewers.  Perhaps arrange to speak to previous interviewers.
5. If it is the final stage of the process, ensure you check that the firm has all relevant information from the candidate.
Finally, ensure you keep the candidate or your recruitment consultant updated on the progress of the application. Give a prompt decision where possible. Good management consultancy candidates may be considering a number of options and the interview process has a direct bearing on how likely a candidate is to accept an offer.
 
To discuss current or future recruitment please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926 or csale@prismrecruitment.com or visit www.prismrecruitment.com

### 11 key things a candidate should expect from a recruitment consultant
There are many reasons why someone might decide to use a recruitment consultant to find a new management consulting job: but perhaps not always with great enthusiasm!
A good recruiter will provide a quality service and also earn both their fee and your respect by adding  expertise and treating you professionally. But how do you identify the good amongst the mediocre?
Here are the key requirements which distinguish a good recruitment consultant:
1. Return of calls by the recruiter
You want to speak to someone before sending your CV: entirely understandable. You leave a message. Nothing. Sadly it happens all the time. Occasionally the message goes astray but often it's because they can't be bothered.
2. The recruitment agency acknowledges your application and follows up with an answer
You send a CV and hear nothing. Did they get it? Is there a problem with the email system? Has it gone into spam?
It is incredibly simple for a recruitment firm to set up a system and process for responding to applications yet the overwhelming feedback I get is that it doesn’t happen very often. There is no excuse.
3. Willingness to spend time talking to you if they consider you a potential candidate
If a recruiter doesn’t have a job for you,  don't think they can assist, or doesn’t work in your space then it’s understandable that they might not have time for a conversation. They are not career advisors or coaches.  However, if they think they can help or have a great job then they need to talk to you. Typically it takes at least 30-40 minutes to get even a basic understanding of a candidate's motivations, circumstances and skills. So if a recruiter gives you 10 minutes and then says they’ll send your CV to the employer how can they possibly understand what you’re looking for and how to sell you to their client?
4. Probing questions and honesty
You should feel they are really delving into your requirements and motivations and not afraid to ask challenging questions. If there are aspects of your aspirations that are a concern they should tactfully tell you. It won’t do you any favours if they think your request for a 25% pay rise unrealistic but don’t tell you. Similarly, if your CV requires some attention they should raise this. Or your  LinkedIn profile.
5. The recruitment consultant should be attentive but not pushy
A recruitment consultant won’t call you every day to tell you they haven’t heard back from their client but should get back to you with updates and to let you know if it’s not going to go any further.
If they call you about jobs that are irrelevant then make sure they understand what you are looking for but if they persist or worse, try and persuade you to go for a job that is wholly unsuitable then show them the red card and make sure they confirm they have removed you from their database.
6. They should know the job market in your career area....
....and therefore readily understand you, your career, the employers you have worked for, the roles you have held and are looking for. They will also be able to give you advice and pointers too. They won’t be likely to admit any weakness in their market knowledge so if they are asking odd questions or few questions, that might be a clue: otherwise, the first indication might be that you are being bombarded with irrelevant jobs!
7. Professional manner
For executive and professional roles it is essential that a recruitment consultant, who is de facto an extension of your personal brand, represents you in a professional manner whether that be communication skills, appearance or integrity.
8. Intelligence
A recruiter doesn't necessarily need a stellar academic profile but many professional and executive roles are complex and require the ability to understand and weigh up complicated candidate requirements. If the recruiter doesn’t seem “on the ball” and to comprehend the subtler aspects of what you are discussing with them there may be a problem and the result might be wasting your time with irrelevant roles or worse, wasting time attending interviews.
9. Attention to detail
For example if their emails usually have mistakes, how can you be sure they will get the time or address right when confirming the interview? Or get the salary and benefits right when presenting your CV to a potential future employer? Or when relaying details of the job offer to you?
10. Integrity
Unfortunately, this is not always a feature of people in the recruitment industry. Of course, you  want to be dealing with someone of integrity but how do you know? Do you inadvertently collude in poor practice? For example, would you use a recruiter that sends your CV to an employer without your permission? Many candidates do but it can cause you huge damage. If an employer sees the CV from two different agencies it can make you look bad but also means the employer might decide not to meet you for fear of facing a demand for two fees. Also if a recruiter does that what else might they be doing you are not aware of? Keep in mind they are dealing with your extremely personal and confidential information.
11. Thorough job briefing by the recruitment consultant
A recruiter should be keen to give you a briefing before the interview. In practice they may not know the interviewer well or how they interview but will still be able to give pointers about the role, employer and background which will help.  In this way, you can prepare for the meeting, give it your best shot and in the process make us look good too! And if the result is you  get a great job and we get a fee, then, candidate, client and recruiter are happy!
This is of course entirely self-evident and we are always amazed when candidates tell us how unusual it is.
Read more about how Prism can assist you with continual guidance, not just throughout your next job search, but also your longer-term career.
View our latest selection of vacancies.
 

### Keeping your Employee Benefits competitive - what do people really value?
The employee benefits you offer matter!
In the current market, candidates are in very short supply and there are well documented skills shortages.  As a result there is considerable pressure on employers to both  retain staff and attract new talent.
 
The key points:
 	Regularly consult employees to assess how positively your people perceive their benefits.
 	Think about how age and demographic alters the priorities of those within your firm and ensure your benefits can accommodate this
 	Think about how you can incorporate the most flexible working measures.
 	Provide a personalised and carefully crafted statement to all staff regularly so they know what benefits they are entitled to and the full value of these benefits.
 	Ensure you know what your competitors are offering
 	Remember that a good benefits package is a secondary consideration after a good base salary.
There is currently a shortage of talent for management consulting job vacancies.
Indeed, specialist skills are in high demand so firms must ensure that they are offering the best remuneration package they can afford to attract the best candidates. Most firms keep salaries under constant review, but should you be evaluating or redesigning employee benefits to boost employee retention or attract great talent?
With the challenges brought about by Covid, the way in which we work and our workplace priorities are changing. So, do you really know what it is that your employees value? How can you ensure your perks stay competitive as we shift to a ‘hybrid’ model of work?
Why are management consultancy firms’ employee benefits so important?
 
Benefits can be selected and designed to fulfil several different purposes:
 	To improve workplace morale and ensure staff feel valued by their employer
 	Help counter stress and staff absences e.g., with health care cover, wellbeing perks or flexible working to improve work/life balance.
 	Boost productivity, perhaps also by flexible working or WFH.
 	Reinforce a company’s values and ethos
 	Improve staff retention
 	Make recruiting top talent easier – attracting the best people to your company
The importance of a good employee benefits package
Surveys reveal the high importance that staff place on a good benefits package. Indeed, pre-pandemic 86% of respondents to a Jobsite survey reported being influenced by benefits in deciding whether to move jobs or take a new role. It is, of course, the case that for most staff the base salary is the most important consideration. However, if that figure is acceptable then the quality of the benefits package comes into its own, especially if a candidate has more than one management consulting job offer.
Prism's own experience also suggests that smaller firms can underestimate the value of benefits. Their reluctance to have a full package is partly because they are seen as an administrative burden and also because they cost money. However, they most definitely have an influence on employee and candidate decisions as clearly, without these benefits, both the administrative burden and costs are transferred directly to the employee. If a candidate has been accustomed to a comprehensive package of benefits at a large firm, loss of these benefits at a smaller firm amounts to a reduction in remuneration in absolute terms as well as something of a shock. Indeed there is a risk that a smaller firm might seem rather amateur and parochial by comparison.
Also, there is a symbolic aspect: a good benefits package can be perceived as representing bigger firm aspirations in a smaller growing employer.
To what extent has the pandemic influenced the value of staff benefits?
The pandemic put a spotlight on the way we work. It has demonstrated that flexible working is possible and work life balance is increasingly a priority for employees. It is unlikely that most staff will want to return to the 9 to 5 office culture but instead may prefer what is increasingly being considered  a more balanced life. There is now a greater focus on health, (both mental and physical) and wellbeing.
The results of a study carried out by Moneypenny revealed that for over 40% of respondents, pension was the monetary benefit which they deemed most important. Sick pay was also felt to be important. Perhaps this is a legacy of the pandemic which shows the value of both long-term planning and short-term financial security.
The importance of flexible working
 
The pandemic acted as a catalyst to transform the traditional working week and many firms are expecting staff to work from home at least part time.
Big Four professional services firm PwC announced in 2022 that its 22,000 UK staff will now work from home between 40% and 60% of the time and be allowed to choose the times they start and finish their working days. The rest of the time, PwC will expect staff to be with their colleagues, either in offices or at client sites.
There is now an acceptance that to ensure people are at their happiest and most productive, flexibility is needed in both where and when they work. For firms such as PwC and other management consultancy employers who are adopting flexible working, this will be essential when it comes to retaining and recruiting staff. In fact, our experience is that almost all our clients now offer flexible working as the norm. Those who do not, have struggled and will continue to struggle to recruit.
 
Benefits vs ‘perks’
 
The terms are sometimes used interchangeably but very generally benefits are contractual and provide the employee with an entitlement to something that they would otherwise have to pay for. This will include for example health insurance, life insurance, paid time off and a pension scheme.
‘Perks’ typically include such things as flexible working, the ability to work remotely, paid parental leave and WFH allowances. The best employers will focus on inclusive perks available to everyone, no matter where they are based.
What are the most attractive employee benefits?
 
The response to the Moneypenny survey revealed employees still value conventional benefits which provide them with security:
 	Pension – with employer contributions more generous than the statutory minimum
 	Sick pay – over and above the legal requirement
 	Health cover - including eye and dental cover
 	Life insurance
 	Paid time off – for illness, bereavement or personal time off
 	Generous maternity and paternity leave
Other well received perks worth consideration include:
 	Working from home allowance
 	Gym and exercise classes: virtual or otherwise
 	Wellness allowance and support
 	Childcare
 	Free language lessons
 	Birthday treats and “birthday day off”
 
In particular, younger staff value holistic benefits around wellbeing and health. An example of such a benefit is mental health support, particularly pertinent after the challenges of Covid. This perhaps reflects a growing openness around the topic of mental health as a whole.
Also have in mind that the areas of life with which staff expect or require support are changing. Employers need to be forward-thinking in their decisions about benefits packages. Some areas that are increasing in popularity are fertility, reproductive health, menopause support, gender dysphoria, carer responsibilities, and neurodiversity support. These need to be considered when reviewing benefits and will have a direct effect on your firm’s diversity and inclusivity.
 
 
The benefit of flexibility and personalised packages
 
The attractiveness of a particular benefit varies depending on employees’ circumstances. Because your workforce is made up of individuals at different stages of their lives and careers, with a range of different wants and needs. Your benefits offerings should reflect this – from Millennials looking for high street discounts and career development schemes, young professionals seeking flexible childcare options and advice on mortgage rates to those closer to retirement who may be more appreciative of private health care options.
Younger age groups feel most positively towards tailor-made employee benefits packages. A personalised package, where employees can pick and choose the perks most important to them, is often very appealing.
Make your employee benefits and rewards clear
Make sure you remind your staff exactly what their benefits packages include. Sometimes the differing perceptions of employees and HR regarding the quality of their packages can be explained by staff not realising exactly what benefits they are receiving and therefore their value.
Indeed, at Prism, we often come across candidates who struggle to recall their allowances and benefits. Ensuring staff know exactly how good their packages are can act as a positive retention tool.
It is therefore important to maintain an open conversation regarding staff perceptions of company benefits. It seems there is not always enough knowledge within HR teams of what employees’ value when it comes to benefits.  A good benefits package has an important influence on staff decisions and job moves. Companies should understand what employees value to aid staff retention and attraction.
Find out what employee benefits your staff value the most
Dipa Mistry Kandola, Head of Flexible Benefits Services at Lane Clark & Peacock LLP, not only emphasises the need for HR to analyse data to identify trends in staff retention and salary etc. but also to ask staff what they actually want. She says, “that’s what a lot of our big and small clients fail to do. You can’t just ask via surveys. You’ve got to ask employees in small focus groups ‘what do you think about our benefits and rewards".
Jobsite’s survey revealed that 85% of employees surveyed felt that they were able to directly compare their benefits package vs those on offer at competitor firms. For management consultancy firms, this stresses the importance of keeping up to date with what other firms are offering in order to prevent poaching and to stay competitive when attracting talent. Moreover, it indicates the role that employee benefits packages can play in shaping perceptions of the company brand.
A good way to determine what is popular with employees, other than by focus groups and employee forums is to use regular pulse surveys. These are being increasingly utilised (and were particularly valuable during the pandemic) to understand how employees are feeling. They are a great way to measure the effectiveness of your benefits package and also to gain an understanding of any shifts in your people’s needs and wants.
Align the benefits you offer with your company values
Today’s job seekers pay great attention to company values and culture. Potential employees have high expectations. They will often really consider the culture and values of a business before applying for or accepting a role.
It is therefore important to take care that benefits are in line with your stated values. For example environmental related, or work life balance.
 
In summary, what are the key points to remember when it comes to evaluating your benefit offerings?
 	Regularly consult employees to assess how positively your people perceive their benefits.
 	Think about how age and demographic alters the priorities of those within your firm. Consider to what extent Flexi-packages, accommodating the differing priorities of your staff at different ages and stages of their careers, are feasible.
 	Think about how you can incorporate flexible working measures. In the past the majority of consultant work was carried out on client site. But the use of technology during the pandemic has proved that consultants can working from home or remotely. There is much evidence that employers not offering flexibility to employees will struggle to recruit.
 	Provide a personalised and carefully crafted statement of benefits to all staff regularly. Summarise their employment package and the value of their benefits - a PowerPoint or other document will help aid staff retention. It may be that employees need a periodic reminder of what benefits they are entitled to and the full value of these benefits.
 	Ensure you know what your competitors are proposing. Stay ahead of the game rather than lose current and prospective people to better offerings.
 	Remember that a good benefits package is for most staff a secondary consideration after a good base salary. Although they may be the icing on the cake, benefits will not pay the bills.
 
For more information on how to retain and attract the best talent email Chris Sale, Managing Director, Prism Executive Recruitment csale@prismrec.co.uk or call him on 01344 636426
Our website includes regularly updated Insights and News which is an invaluable source of recruitment advice for both clients and candidates.
 
 

### Is there Work-Life balance in consulting?
It’s clearly a cliché, but 'How the World has Changed' when considering work-life balance in management consultancy.
Old school working patterns
It seems not long ago that initial job briefing conversations with management consulting firms seeking to hire always involved the discussion about how much mobility was required from employees. For 95% of roles candidates were expected to commit to SOME nights away at client sites. The the only point of flexibility was around whether that was Monday to Friday all the time or some of the time. Many firms had a blanket “must be willing to work away 4 nights a week”. The more enlightened had the 3/4/5 model meaning  max 3 nights away, 4 days on client site and the 5th day in the office  or at home.
The handful of firms that had a different model i.e. low/no travel had a real competitive edge with attracting candidates who loved consulting but disliked the impact of travel on personal and family life.
The new normal
Although the landscape is constantly shifting,  these days very few of our clients are expecting such commitment. Indeed, many are suggesting largely virtual models but with the need to be flexible to visit clients and the employer as required. However, this is often merely a few times a month rather than several days a week.
The caveat
But as the management consultancy profession giveth it also taketh away.
There is now much evidence that because of WFH, as well as significant client demand and high consulting utilisations, that employees are working longer hours than ever.  Of course there is a time saving not commuting but unfortunately many have simply swapped one for the other.  Also there is the risk of the “always on” aspect that blurring work and home locations involves.
Indeed, one report  suggested employees were working an average of an extra two hours a day.
For some areas of consulting, for example M&A and strategy practices, long hours have always been part of the territory, but now new hotspots have emerged,  especially in technology related consulting for example, which is in especially high demand.
Pros and cons
Some employers are taking active steps to discourage this “working day creep”, for example through limiting email use outside office hours or more values/culture-based initiatives. Clearly the risk however is that some employees like the flexibility that WFH can involve: visiting a school event in the afternoon and working in the evening (for example) which doesn’t fit with an employer trying to limit the working day to set hours.
 
There is also a clear “age” divide with more experienced employees happier working “alone” i.e. not alongside colleagues, with more benefits of WFH (e.g. family time). However earlier stage employees can encounter real challenges particularly if in small scale shared accommodation  e.g. working on a bed.
 
Many such early career consultants have told us they felt at a disadvantage not being in the office and that they want to be able to learn from their colleagues, to network and to spend time with each other building relationships.
 
A growing problem for people who work remotely is so-called proximity bias. This is the tendency among managers to rank those employees who sit alongside them in the office more highly than those they see mostly on their computer screens during video meetings. There is evidence that this inequity is likely to affect women disproportionately.
The result
A survey by Source Global Research found that many early career consultants were considering leaving the profession as a direct result of deteriorating work life balance.
There is also a lot of commentary more generally that for many in the first 10-15 years of their careers the traditional  “working your socks off” in exchange for lots of money and a fast-track career no longer appeals. This was true even before the tumultuous events of 2020-2022, which  further emphasised the importance, to many, of other aspects of life both within a job and career and outside.
When we speak to candidates this is rarely the first answer to “why are you looking for a move?” but it is very clear that in many cases, with a bit more digging, this is either a factor in the decision or a priority for the next role or both.
The opportunity
Many consulting firms are becoming more aware of the need,  for attraction and retention,  to present a more employee centric face, one that embraces and attempts to address these aspects of WFH and work-life balance.
However, it also seems clear that in some cases this remains lip service or risks being undermined by unsympathetic client demands or indeed members of the leadership teams.
This is a very complex area with multiple considerations and also an evolving sense of what the New Normal might be. Many employers recognise the need to be flexible given that it is still unclear what work pattern will embrace the myriad needs of different employees with the requirement to run a profitable business.
However there is  a real opportunity here for innovative employers to both retain and attract staff by a real, from the heart, values led commitment to genuine work-life balance.

### Management Consultancy Salary trends in 2023
One of the more common discussions Prism Executive Recruitment has with candidates and management consultancy employers is around salaries.
Note: We have since released the latest Management Consultancy Salary Review 2024
What is the going rate for a management consultant's salary?  How much have salaries gone up? By how much do we need to increase salaries in 2023? How can we attract staff with our salary offer?  What can be done to stop employees leaving for better paid roles?
This is a complex topic and hard data with any real validity is difficult to come by.  For example even when some of the high profile advisory and consulting firms announce increases one has to ask:
a) whether they are being wholly transparent about all aspects of the “increase”.
b) what the motivations are for the raises and for the publicity.
That said, the Office for National Statistics (ONS) data shows that employees in the Professional and Scientific industry are benefitting as it is the only area where pay continues to match rising prices and has done so since 2018.
Prism’s observations are:
1. Salary is rarely the main reason for a job move....
Candidates rarely cite salary as the main reason for considering a job move or for contacting an agency. This may be partly cultural i.e. in the “professions” e.g. management consultancy, salary is a very personal and potentially emotive topic. So few would want to state to a stranger (e.g. the recruiter or employer) that this was the primary motivation.
2. ....but more candidates are now raising it.
Our own surveys show time and again that other factors are invariably the catalyst for a job move. Even now in a time of peak price inflation. However during 2022 and into 2023 a salary increase has been more frequently cited as an important objective for the next move. Also the increase mentioned is higher, typically in the 10-20% bracket rather than the 5-10% uplift in the past.
This is party to claw back salary lost to inflation but also, more recently, to recompense for the perceived risk of a job move with recessionary fears. However employers and their staff are very sensitive to the potential for disparity between the salary paid to existing staff and the amount being offered to attract new joiners. From the employers’ perspective fears of a downturn may subdue salary pressures and abate attrition worries.
3. Employers use of 'grade inflation'
Employers (and candidates) are attempting to address the challenge by “grade/rank” inflation e.g. promotions, or grade uplifts on moving employer. This has the advantage to an employer of enabling a salary increase for key staff without the knock-on effects of a) having to offer the same to everyone at that grade b) not having to significantly increase charge-out rates at the grade.
For example where a “Manager” might in the past have required 6-8 years’ experience they might now gain a promotion in as few as 4-5 years. When consultants are considering a move, a step up (a promotion) is often on their “wish list”, where in the past it was less frequently mentioned.
4. Salary competition for management consulting talent
Management consultant salaries are clearly an important factor for candidates at offer stage. Shortages of “premium profile” consulting staff, especially at Consultant and Manager ranks, have led to occasional “bidding wars” and aggressive attempts by their current employers to change minds i.e. persuade staff not to accept external job offers. Even where a prospective new employer is not overtly counter offering to “beat” another firm there is no doubt that they are very aware of the competition when pitching their salary offer.
5. Bonuses in lieu of inflation rate increases
Management consultancy firms are understandably reluctant to commit to 10.7% (CPI) or 13.7% (RPI) salary uplifts. Our information is that the Major Firms have been offering increases in the range 5-8% and/or offering uniform “cost of living” bonuses of £2,000-£4,000 as a one off. The bonuses have the twin benefits of disproportionately assisting the less well-paid staff and not increasing the underlying salary bill.
6. Mid-term salary reviews and bonus
While most increments were being offered as part of the yearly salary review in 2022 some of the larger employers announced firm wide uprating and bonuses separate from this annual cycle.
7. No real consensus on salary increases, especially in SME consulting firms
An unpublished survey of SME consulting firms from early 2023 suggests that there are wide disparities and limited consensus with a significant proportion planning under 5% or, conversely, over 10%! A related comment was that staff shortages and continued demand has emboldened some firms to be more bullish with clients about rate increases. Inevitably some, depending upon their circumstances and especially their markets, will feel more confident in doing so than others, so this may partly explain the wide range of responses.
8. Other package aspects rarely feature
Base management consulting salaries are only part of the picture. There is some evidence of increments in other areas of the employee remuneration package especially improved bonuses, (mainly because of firms’ improved financial position) as well as the “one-off” payments mentioned above. There has been little change however with other benefits, or “work life balance” features e.g. working from home and flexible working. The latter are already part of many employees’ roles and job expectations. Attrition/attraction concerns have delayed or cancelled any thought of a return to the long hours and high mobility that previously characterised the management consultancy job (although changing client expectations have played a role in this).
The good news is that the Bank of England is still predicting inflation will “fall quickly”  in 2023 and it may be that employers can ride out the storm by careful and targeted measures. However it seems clear that neither consulting firms nor their staff are out of the woods yet.
For more information on the job market, or to discuss your hiring plans please contact Chris Sale, Managing Director, Prism Executive Recruitment via chris.sale@prismrec.co.uk

### I don't like my consulting job: should I make a move?
Despite a more buoyant job market in 2022, many are concerned for the future. They may be stuck in jobs or employers they dislike or loathe, but nervous of taking the perceived risk of a job move.
Just updating your CV and sending it out to job advertisements and recruiters is not always a great idea if you are genuinely looking to make a job move.
While the current management consultancy job market is a bit more subdued, a job move might be more difficult. There is less choice and more risk of a poor one, especially if you’re smitten by the grass on the other side of the fence. So the importance of career and job search planning is as critical as ever.
Why do you want a new consulting job?
It is essential to break down and analyse the reasons for your dissatisfaction. It may seem to you that you are being objective and dispassionate. However, inevitably emotion and other sources of muddled thinking can creep in. Don't let this be the trigger for considering.
The recent changing working patterns have had different impacts on different people in different circumstances. Some are happier and others are not.
At these early stages, having a mentor or other third party to have a chat with is essential. This could include family or friends. The strength of the latter can often be that they DON’T know the details of your career or work and can ask questions you had not thought of.
Also, someone who knows you and your personality can ask those slightly uncomfortable questions. Are you a bit huffy because your nose has been put out of joint? Is there a lot of change and actually despite your “embracing change” you don’t really like it at all? Or they might point out that perhaps your dissatisfaction is because you’re outside your comfort zone but you are learning a lot from the experience.
What is critical is that you compile a list of all your gripes and grumbles no matter how trivial BUT also remind yourself of the plus points. This is partly for balance but also to ensure that you don’t end up redressing some of the negatives at the expense of the positives.
What to do?
Your list will probably contain some things you can do something about yourself, now you’ve realised they are affecting your work enjoyment. Even minor things can have a cumulative effect and some of the major things e.g. work/life balance can creep up on you and become ingrained bad habits.
Some of these relatively minor or otherwise straightforward things you can sort out with others in the office, virtual or otherwise. This might involve a word with your line manager or HR.
There will also be bigger stuff. Much bigger, about the role, salary, promotion prospects, work, perhaps travel, people etc.
Don’t assume that some or all of these can’t be fixed. Think very carefully (and perhaps get advice) about the optimum way of raising them. Optimum means the way most likely to get the desired result without burning bridges. You really don’t want to be backing yourself into a corner or leaving anyone with the impression that your departure is inevitable if you don’t get your way. They may decide to hasten it for you.
It is surprising how often people assume that others are aware of their dissatisfaction. Or they believe that others are somehow deliberately making unhelpful decisions that have an adverse impact on them when often it is simply blissful ignorance. Cock up rather than conspiracy!
On occasions, there is a bigger picture you are not aware of. This might mean positive future developments for you. Sometimes your raising concerns can bring forward this discussion. Better than leaving it until your date of resignation!
All of the above might solve your dissatisfaction. Or they might buy time. Far better to find a new role on your own terms in your own time rather than because you feel you have no choice. Or they may have no effect but at least you can move to the next stages knowing you have done what you can.
Next steps in your consultancy job search
These will depend on the previous points and in particular the likely timescales.
You may have decided to put the active job search on the back burner: because you are much happier, or because of the market, or because you haven’t been with your employer long and it might damage your CV to move too swiftly.
The latter point requires even more care and is a separate blog topic.
It is still important however to have in mind your overall career plan, to keep in mind how to achieve it and to remain receptive to options that might help you move forward.  That could involve optimising your LinkedIn profile to ensure you are on people’s radar and turn up in searches.
Remember that often the best time for a career move is when you’re not actively looking! This is because:
 	Active job seekers are often driven by a “push” factor which can make for suboptimal moves
 	It can take a while to find something
 	Once you get dissatisfied enough to start looking it’s usually a sign that you should have done so 6-12 months earlier!
If a move is inevitable and you are clear that you are starting an active job search then first and foremost you need to ensure you do what you can to keep your current management consultancy role secure. You don’t want to jeopardise your position and it might take a while to get a great move.
Do great work. Don’t give your employer excuses to put you at the top of the “at risk” list. Stay positive. Even if this is just for outward appearances it may have a surprising knock-on effect on your happiness.
You need to approach the job search in a structured and logical manner:
 	Have a career strategy and personal marketing plan to enable focus and clarity around your target roles.
 	Review your CV and LinkedIn. Both are equally important. Keep in mind keywords.
 	Use these five channels to access the broadest spread of relevant options
 	Ensure you prepare for the interview and nail video interviews
 	Consider likely questions
 	How to negotiate salary
 	Turning down an offer? Or resigning?
There is much more advice and guidance available elsewhere on the Prism website. Or if you are an experienced management consultant we would be delighted to assist further if we can.
 

### Job search: be wary of a counter offer from competing employers
For some management consultants with sought-after profiles the current job market can bring multiple job offers (How to decide? See here )
Your path may be clear, or you may go through agonies of indecision, comparing and contrasting the respective merits of the offers, the roles and the employers.
The end result is an acceptance email or call to one and a polite “thanks but no thanks” to the other job offer(s).
In most cases this is a decision made and the end of this stage of the process albeit there are of course other key hurdles including the resignation itself!
However, increasingly management consultancy job seekers are finding themselves surprised and confused by counter offers from the employers they have declined. While this can sometimes be no more than a polite “is there anything we can do to change your mind?” increasingly candidates can find offers of more cash being dangled, whether in the form of an improved salary, sign on bonus or other bonus guarantee.
 
The Dilemma
 
Making a job move and accepting a job offer is a big deal and potentially a time of heightened emotion, clouded thinking and impaired decision making.
In the event of a counter offer revisit how you got to this point and why you were planning to accept the first employer’s offer.
 	Why are you looking for a new job?
 	What is your career plan?
 	What is important to you about the new employer and role?
In any event write it down: having it in black and white will be helpful if you do come under pressure to reverse your decision. This is as near as you can get to an objective, measured decision so it’s important to keep this front of mind. If in doubt find people you trust to speak to.
Why does this matter? If you end up in another job with more money, surely you’re better off?
Does it matter that it’s not the job you originally accepted?
It DOES matter and here’s why:
 
 
Eight reasons why you shouldn’t let a persuasive employer change your mind
 
1. What is your true worth?
Do you really want to join an employer that initially made a lower offer and was forced to improve it?
 
2. Pressure to deliver
Can you back it up? Companies forced into salary hikes or otherwise enhanced offers naturally expect increased performance, sales or productivity that may be beyond your ability to deliver. Or beyond the company’s ability to enable you to deliver.
 
3. The recruitment process
The potential employer evaluated you at a specific salary and level. If at the drop of a hat they change that what does that say about the recruitment process? If they got that wrong, what other aspects might they have been mistaken about?  Your fit for the role and company perhaps?
 
4. Does it make you vulnerable?
If there are subsequent redundancies, you might well be the first to go: you could now be too expensive and in the first two years you are easy and cheap to get rid of.
 
5. Future disloyalty
They now know that money is your primary motivation and will assume when evaluating staff that you might not stay long if you get a better offer. Especially if you’ve already had a few short moves on your CV.
 
6. Objectivity
You made your decision to accept the first job offer with a calculated weighing up of the facts. Trying to re-evaluate this with the flattery and other pressures of a counteroffer will inevitably mean that being entirely rational and making the correct decision is virtually impossible.
 
7. Storing up trouble
The same circumstances that caused you to turn down their original offer may come to a head in future if you accept a counteroffer now. The reality is that it’s highly likely it’s not the optimum move. You are being swayed by a last-minute financial incentive, not a better job,  so you may be dissatisfied and seeking a new role sooner than you wanted.
Potentially this could be with employers and perhaps jobs which are not as good as the offer you originally had. In the intervening period the job market may have changed.
 
8. Grading
Has the employer been forced into offering you remuneration the top of the grading band?  So no future salary rises unless you are promoted? And earning more than other staff at the same level? You could be looking at future dissatisfaction and conflict.
 
In summary
You may think, to use a housing analogy, that gazumping leaves you the clear winner but unlike with a house sale you can end up paying the price of the wrong job move for the rest of your career.
 

### How to decide between management consulting job offers
As the market picks up some candidates will increasingly find themselves with the luxury of multiple management consulting job offers. A treat indeed….or is it?
In practice many job seekers are not well prepared for this scenario and understandably find it very difficult to weight up the pros and cons. Inevitably it’s very difficult to resist the temptations of a higher salary and to then find reasons to convince oneself that it’s the best role and employer too.
The starting point is the Career Plan!  Not done one yet? It’s not too late but you need to do your level best to completely put your job offers out of your mind to enable it to have any value in your decision process.
In particular what stage are you at in your career? If you're in your early years, or have never worked for a larger firm, a Big Brand may well give you excellent training and act as a badge of your perceived worth on your CV. But if you've already ticked that box then other factors may be to the fore.
Ideally comparing your offers with the Career Plan will throw up a clear favourite.  If it doesn’t, or you were assiduously keeping your Career Plan front of mind during your job search so that both roles are a decent match, then the following may help.
Salary and package
If one consulting job offer is much better than another (whether than be base, bonus potential, benefits) consider carefully why this might be. Is it a more senior role? A better paying employer or consulting sector?
Or could it be that there are negative reasons:
 	Work life balance?
 	Employer struggling to hire?
 	Unrealistic expectations for the potential employee?
If there IS a difference but your preferred option isn’t paying as much tell them: they may be prepared to improve the offer. Also resist the temptation to be swayed by a few % points difference which should be immaterial in the overall decision. Our salary review will give some guidance on salaries.
The job and employer
You wouldn’t be agonising about the offers if there were material downsides on either of these. So we're not going to go through all the points to weigh up.
BUT the employer always trumps the job. Better to have an 80% fit management consulting job in a 100% fit employer than the other way around.
A fantastic employer will inspire you, look after you, offer you great colleagues and a great culture and a great career. So much so that the 80% aspect of the role will be less important.
With a key proviso: namely that the consulting job must be a close enough fit that you know you will enjoy it. No one does well at a job they don’t enjoy.
Another key consideration is that it's the right level: a step back or with less responsibility and influence is a potential nightmare. However too senior and too far outside your comfort zone could result in your making a hasty exit.
Another consideration, to borrow a phrase: does one of the jobs and employers “spark joy”?
Career prospects and progression
No matter how good the consulting role, salary or employer what are the career prospects?
During the interview process has there been any material discussion of “where next”? Did the prospective employer mention it, or did you have to ask? Things to consider and weigh up:
 	Has there been mention of future promotion or, perhaps for less senior roles, future leadership potential as a hiring criterion?
 	If you’re replacing someone, did they leave (why?) or were they promoted?
 	Is it a new role because the company is expanding fast i.e. is there a good prospect of more roles appearing above you?
 	Is there a policy of internal promotions? Of holding on to people?
 	How long have people been in the roles above you? (NB too long and that may be a glass ceiling: too little and it suggests they don’t promote from within)
There are no jobs and employers for life anymore. But unfortunately, applicants are still routinely judged by the number of employer moves they’ve had and whether employers have promoted them.  If your CV exudes stability in recent years, you can afford a risk here. But if not, or you’re returning from a freelance career you might need to be more cautious.
An offer with demonstrably better career prospects should be your preferred choice but keep in mind that doesn't necessarily mean a structured promotion path. For this reason smaller employers can also offer excellent careers!
The culture and values of the employer
How carefully have you looked at these points? So very difficult to quantify but devastating to get it wrong and find yourself in a business where you are a fish out of water.
There are a number of ways to reassure yourself before making a decision.
Consider how the interview process has been and how you have been treated. Does their process suggest they prioritise "talent acquisition"? If not and they struggle to hire that might land you with a heavy workload or inhibit future growth and your career prospects.
Other clues might be in staff turnover, comments on social media especially Glassdoorand the reasons for the vacancy. Speak to people you know. Ask to meet potential colleagues or peers. Take care to evaluate what isn’t said as well as what is!
Take what a company say about themselves with a pinch of salt. But also be very wary if they say nothing: an employer that appears blind to this could be a concern or indicative of a problem.
Closely linked to this is work/life balance and specifically the extent to which the employer has a culture and values that seeks to support staff.
You can possibly change or improve aspects of the offer and the management consulting job, but you can’t do anything about the culture & values so these are another key point of comparison.
Imagine the worst-case scenario
Perhaps counter intuitively, ask yourself some negative questions!
 	How would this move look if things went wrong?
 	Which am I least likely to regret?
 	What is the potential downside?
 	If I were really happy in my current role/employer/situation, would I be giving either of these a second thought?
Finally
If you don’t need a role and are unconvinced then don’t forget the other option which is to accept none of them.
Alternatively, if you DO need a job but still have material doubts, then you should accept the best one and continue to keep an eye open for the perfect role. If that sits uncomfortably with you remind yourself that sadly the employer would have little compunction about moving YOU on if they felt it wasn’t working out, or making you redundant if there was a reorganisation or a business downturn.
 
We have more help and advice on finding your ideal management consulting job in our candidate guides.

### Top management consultant recruitment frustrations ……and how to avoid them
 
According to a CareerBuilder Survey, 82 per cent of employers believe there will be no negative impact on the company when a candidate has a poor recruitment experience. The survey goes on to suggest they are wrong.
With forums such as Glassdoor and the platform of social media, candidate experience is becoming more and more important and a critical factor in attracting top talent.
Prism Executive Recruitment polled 3,000 experienced management consultants with a short questionnaire. The results provide valuable insights into why consultants change jobs and how they go about their job search.
As part of the Job Search survey, we asked the question: “how could employers improve your job search experience?”
We examine the four chief gripes and explain how firms can gain an advantage over their competitors by ensuring their recruitment process is efficient and professional.
Feedback and responding
Overwhelmingly and by far the most frequent comments related to lack of feedback or responsiveness during the application process. Respondents referred to lack of “basic manners” and “I’m amazed at how many…firms don’t let the candidate know” and even “if I don’t get a response I reject that employer forever”.  One noted, “so often even second interviews receive no feedback: arrogant and unprofessional”.
A  LinkedIn survey further highlighted that while 94 per cent of job seekers wanted feedback after the interview, only 41 per cent received it.
There is really no excuse not to reply to candidates. Ideally, an employer will follow up with ALL candidates, including those who are unsuccessful and Prism Executive Recruitment always do this. However with response rates sometimes in the hundreds, many smaller firms feel they do not have the resources to do so.
This is a mistake and is missing an opportunity to differentiate by a positive applicant experience: unsuitable candidates have a voice too!
For the candidates that are called forward, unless there are significant recruitment volumes, a simple spreadsheet should ensure that applications are managed effectively and candidates are kept informed. Larger employers may need to invest in an applicant tracking system.
If recruiting via a recruitment agency or a specialist executive recruitment consultancy, check that the recruiter guarantees to reply to ALL applicants. It is important to ensure a recruiter with integrity is selected.  An agency that cuts corners and fails to keep candidates in the loop reflects badly on the potential employer. 
Improve advertisement and job requirements
The survey responses included varied comments with concerns at the lack of salary details leading to wasted time on both sides,  lack of clarity on “essential” and “nice to have” experience and also “candidate requirements” reading like a shopping list of unrealistic or irrelevant criteria a candidate should possess.
Many respondents to the survey commented on the need for more information around the scope and responsibilities of the job role, culture and work-life balance.
Writing advertisements is a fine balance. Too much information and people don’t read further, too little and it raises the concerns expressed above!
Salary is contentious and for obvious reasons, an employer may not feel they want to broadcast details of their pay scales. However once a candidate has applied it should be possible early in the recruitment process to determine whether both sides are in the same territory before any significant time has been expended on either side. Using an agency avoids these problems of course!
With reference to the job details and candidate specification part of the advertisement, a significant problem often arises when the internal job spec is copied/pasted into an advertisement. Not only is this often fairly dry and too detailed but the hiring manager’s long list of ideal candidate attributes are also revealed.  Clearly, all recruitment involves a compromise but this can be very off-putting and may dissuade candidates from applying.
Interestingly, research suggests that female candidates are less likely to apply if they don’t meet most or all of the criteria specified so an unintended consequence could be to reduce the diversity of hiring shortlists. 
If you are trying to recruit someone for a management consulting job/vacancy, consider what you really need to include in the specification. State the minimum experience you would like them to have in management consultancy, at what level, or set out what kind of experience you are looking for. Give examples of clients, projects or tasks, or what is expected of the role. As candidates are likely to be reviewing a large number of consultancy jobs, it is vital to think of ways to stand out with your advertisement.
Process
There was frequent reference to the speed of application processes and the delays in response.  Consultants also commented on the desire for clarity around the recruitment process and the stages of the interview. Generally, there was a desire for improved and timely communication as one might expect given the “feedback” observations.
In our experience the majority of employers have a good interview process which candidates are comfortable with: typically three-stage and perhaps meeting 3-5 key people. A mixture of interview objectives and styles and sometimes incorporating presentations or case studies.
As suggested the problems arise with delays or when the number of stages extends beyond this. The latter is a particular problem in some larger firms, with horror stories of 12-month recruitment cycles and meeting a similar number of people, or more. Clearly, if a candidate was available and engaged at the start of this sort of process it’s unlikely they would be a year later.
The two golden rules are:
 	Be clear WHO needs to be involved in a decision making process and WHY. This should reflect as far as possible their strategic relationship to the role and their likely commitment to (and availability for) the recruitment process. It may well be a great idea for the MD to meet every joiner: but if that means an employer might lose candidates because of diary availability a different process should be considered.
 	Ensure the interviewers’ motivations and goals are congruent with the need to fill the role. Clients always come first? NO. A good hire can be worth much more to a company and a total focus on clients can not only delay the process, sometimes by weeks and months but can also send a powerful message to prospective employees that they, in turn, don’t matter.  Hiring managers, CV reviewers and interviewers need to be available and aware that recruitment is a key objective, against which they will be measured and (ideally!) rewarded.
Changes to the situation
While you may be planning on making a hire, should something change then it is important to keep your candidates updated. There may be situations outside of your control but more information is always better than no information. If you communicate exactly what has happened then the candidate will feel more involved than if you simply don't get back to them. Should you have limited information because the change in the recruitment plans stems from internal needs, you can at least let them know that this isn't a reflection on their performance. For some of your candidates, this may be their dream job and they are happy to wait, but it isn't fair to leave them wondering whether it was something they said or perhaps because they aren't good enough.
Furthermore, your candidates may be aware of if the situation is changing due to external factors. For example, if the economy takes a dive, they are likely to be understanding of how this could impact your ability to hire - if they're excellent management consultants they should be able to recognise this. Explain it, keep in touch even if it is to say you have no further news, and you may be able to navigate through under you have a resolution to whatever crisis or change is going on.
Personal touch 
It was clear from many comments that applicants for management consultancy jobs found the increasingly impersonal nature of websites, Applicant Tracking Systems (ATS) and the consultancy recruitment process frustrating. Frequently expressed sentiments were summarised in a one-word comment “humanisation”.
The irony of the internet age is of course that while technology can make it much easier for -people to add the personal touch, in practice many recruiters and hiring managers are overwhelmed by applicants and have little choice but to rely on automated and therefore often impersonal systems. Given that one of the key factors in any candidate’s interest in a future employer is the people and culture this is clearly at best a wasted opportunity to impress and at worst actively putting off potential hires.
There is no easy solution but getting this right is often a mindset change by management consultancy firms and, in particular, approaching the recruitment process through a candidate’s eyes! An employer should actively use “mystery shopper” techniques and perhaps senior hiring managers should road test applying for jobs with their own firm every now and then.
A good way to make the recruitment experience more personal is to consider a “buddy” system, especially at the final stages of an interview process and beyond.
Not all interactions can be personalised but it doesn’t take much/many to transform a candidate’s perceptions. Actively seek opportunities to “be nice”. Sometimes make a call or send a personal email.
To assess the quality of your candidate experience use feedback and surveys (and no not the dreaded automated pop-up or auto-generated email!) of both the staff who join you and those who don’t. As far as Prism are aware this is very rare but like many things obvious when pointed out. Especially as candidates might decide to share feedback on Glassdoor, or Google or LinkedIn, or their colleagues instead.
To Summarise
The recruitment process you undertake can affect the management consulting jobs you fill now and also in the future, so it is important to get this right:
 
 	Always feedback or respond. While you may receive a large number of applicants, candidates aren't necessarily applying for a large number of jobs. This means the impression you give by your response or lack of one, could be lasting and maybe something that they go on to tell other potential candidates
 	Improve your advertisement. Really think about the specification that you are putting out and to whom you are appealing. By explaining what the role could look like and including examples, you will narrow down the list of applicants to those who are more relevant to you, saving a lot of time and administration. Also, consider providing clear information on salary. Salaries can range hugely within management consultancy jobs, so while you might think your specification gives a good indication of what level you are looking for, putting a figure on it will be even better.
 	Put a clear process in place. Management consultancy recruitment may be time-intensive, so this needs to pay off with results. A process that is clear to candidates and to your team will help to provide transparency, efficiency and confidence in your organisation.
 	Personal touch. This can help you to stand out from other management consultancy jobs and employers your candidates are applying to and also make the process less stressful and more rewarding. If there is a fantastic applicant, then the consultancy recruitment process you develop could be a deciding factor in why they choose you over a competitor.
Addressing some or all of these points is a golden opportunity for enlightened employers to take a lead over their competitors. This is particularly relevant for smaller firms that can demonstrate their more human scale and concern for the individual than would ever be possible for the behemoths!
 
If you would like to discuss any of the above please contact Chris Sale Managing Director, Prism Executive Recruitment at csale@prismrec.co.uk. Find more information about our services on our Client Services page and details of Our Recruitment Solutions.
 

### Top LinkedIn tips
LinkedIn is an absolutely critical part of your career strategy, whether you are actively looking for a role or simply inclined to keep half an eye on the market. These are our top LinkedIn tips. Read our full summary on creating a great profile elsewhere in our guides.
Why is LinkedIn so important?
 
Primarily because it’s your business face: used by clients, colleagues, your network and yes potentially your future employer.
If you are actively seeking a role people will often look on LinkedIn when they receive your CV. If you apply to advertisements on LinkedIn it will show your profile. And a good, carefully thought out profile can improve the likelihood that you are being approached by employers or recruiters with relevant jobs. The latter is especially important if you are merely passively surveying the job market.
If you don’t use LinkedIn because you are spammed by recruiters with poorly targetted jobs then perhaps you need to revisit and optimise your profile.
At Prism we look at hundreds of LinkedIn profiles a week: the good the bad and the ugly.
Here are our top LinkedIn tips!
 
1. Make your profile clear and easy to assess
Make it easy for people in your target audience to quickly work out your key experience and strengths. If your career is in financial services and your strength is CIO advisory consulting then say so! Have in mind a few key words and phrases that people might search on or need to read when they come across you.
The “headline” is key but is often inserted by default by LinkedIn and usually needs changing. Job title is important: don’t mislead but try and use a job mainstream title that reflects the job you actually do and that people might search for. Job title also influences what jobs you receive notifications about.
Apply the “seven second test”: can someone work you out in that length of time and decide to contact you for a role that will interest you? Keep it simple but give enough detail for people to size you up.
2. Double check your LinkedIn “industry” and “skills” are up to date
Your chosen "industry" (sector) is hidden in your settings. It is something you probably chose when you set up your profile and then forgot about. This is critical in deciding whether you appear in searches. In summary if I want to search for a management consultant with banking experience, I select that industry not Financial Services because the latter will produce many, many irrelevant people. Your selected  industry also determines what job advertisements LinkedIn targets you with. These points also apply to "skills". So make sure these reflect both your expertise but also the jobs you want to be contacted about.
3. Check your LinkedIn profile carefully
This is one of the most important LinkedIn tips. Error free please!  No typos, no incorrect dates, no old jobs in the current tense, no jobs you left a while back still displayed as “-present”. Ideally avoid overlapping jobs. Even if it’s not an error, as it will be confusing and mean you may fail the “seven second test”. Finally, everything should be consistent with your CV.
4. Location
Your location and postcode should be where you want to work, or where the jobs you want are likely to be found. Otherwise you may not turn up in recruiter/employer searches AND your job applications might be automatically screened out by LinkedIn. So the employer/recruiter might never see your CV. You will never know and often neither will they as it's not something LinkedIn broadcasts.
 
5. Your recent experience
Provide some information on your more recent roles, especially the last 5 years. LinkedIn is NOT your CV so you shouldn't have lots of detail, but you need to say something, even if only 2-3 lines, about your recent experience and jobs to ensure you are contacted about roles relevant to you.
 
 
We have more articles on our website to help with your job search, including in depth advice on creating an awesome LinkedIn profile and writing a great CV.

### How to get the management consultancy job interview you really want
A few lucky people bounce from a great management consultancy job to an even greater job…  “when the head-hunter called it was too good an opportunity to turn down”. For most of us, however, a career move means applying for jobs.
As our Job Search Survey reveals, many management consultancy job applicants find this a time consuming, frustrating and dehumanising experience. However they may unwittingly contribute to the ordeal by missing out on some key actions.
 
Here’s Prism’s 8 point checklist:
1. Be clear about what type of consulting role and employer you are targetting
You may in practice have more than one area of interest. However, in general, it is best to have a “major”. Be realistic and make sure your goals are in line with your experience and career to date i.e. a natural progression. That will make it much easier for employers to say “yes” to interview. If you are hoping for a career shift or realignment then this might lend itself to utilising your network and contacts rather than specific job applications.  Advertised jobs and the jobs recruitment agencies are working on tend to be orientated around finding round pegs for round holes.
2. Make sure your CV AND LinkedIn is optimised for the sort of management consultancy job you want
It’s perfectly legitimate to emphasise certain strengths and experiences as long as you aren’t misleading or fibbing. Your CV and LinkedIn should complement each other. Be aware that if anyone is interested in you from reading your CV, the next thing they will do is look at LinkedIn.  If your LinkedIn profile is different from your CV,  or out of date, or you perhaps don’t even have one, then that’s a red flag. You are much less likely to get called in for an interview. Make sure you put yourself in the position of the hiring manager or recruiter who might be reading them. A great LinkedIn profile should have recruiters contacting you of course!
3. Do your research on how to write a good CV and LinkedIn profile
This is not the same point as above: this is about the presentation of you, your skills and experience to make it easy for the decision-maker to quickly work out what you’re about and, of course, to say yes! It is a good idea to tailor a CV for the management consulting job you are applying for. However it's not worth spending hours on it. Bear in mind a CV reviewer will skim read, looking for overall fit and also keywords/phrases so often this is just quickly ensuring that the points in “essential requirements” are featured in your summary and recent role(s).  Also, keep in mind that your tweaked CV still has to look broadly similar to LinkedIn as you can’t change LinkedIn every time you apply for a job.
When you’ve finished crafting the CV and LinkedIn check and re-check for errors (especially typos) and ask advice from people you trust about their impact.
4. Carefully consider your target market and your “go to market” strategy
There may be literally only half a dozen employers you want to work for. The approach in that situation will be radically different from where the potential employer base is much larger. In the latter case, you need to ensure the widest brim for your prospects funnel. This will include alerting your network and contacts. Also add your profile and CV to a range of relevant job boards and registering with reputable and relevant agencies. The purpose is to maximise the volume of relevant roles i.e. to give you the opportunity to apply to roles in which you are interested and have the best chance of getting to interview.
5. Only apply for jobs where you meet all the essential or “must-have” criteria
6. Only apply for jobs where you meet all the essential or “must-have” criteria
This isn’t a mistake and the point has been repeated deliberately. The vast majority of applicants to management consulting jobs, in our experience, fail to meet one or more of the mandatory requirements. The recruiter has put those in for one reason and one reason only. Alas they are not going to spontaneously change their mind because of your otherwise very interesting CV or persuasive covering letter. It just doesn’t happen. If there is genuine ambiguity certainly apply but don’t ignore the red lines if you want to get an interview.
7. DO apply for management consulting jobs where you don’t meet the “desirable” or “nice to have” criteria!
If a job says “Fluent French desirable” or “advantageous” do not assume you will be beaten by many other better applicants. If you are otherwise on target definitely apply and do not be put off.
8. Don’t call to speak to the recruiter/hiring manager unless the advertisement suggests you do so
A good management consultancy role may have a large number of applicants. The recruiter will not welcome calls both for reasons of time and because they may not be able or willing to give more information than is in the advertisement. So a call or message is most unlikely to increase your chances. In fact more likely to do the reverse! It is, however, legitimate to politely message or email someone if after a few days you don’t get an acknowledgement or reply, enquiring whether they’ve received your CV and whether you are able to assist them with any further information.
Good luck!
We have more advice and help with your job search on our Candidate Services page including CV writing, and updating your LinkedIn profile. We also have a comprehensive guide to answering a range of interview questions you may encounter.
See our Vacancies page for a selection of our current vacancies.

### How can you attract the best candidates?
Our management consultancy clients consistently tell us that they are looking for top tier candidates. They seek people who have a strong academic profile, experience with known consulting firms, who are personable and ambitious.  So, what can individual firms do to make sure that they are as attractive as possible to potential candidates?
Each individual applicant will have their own priorities. However, findings from Prism’s recent Job Search Survey gives valuable information as to what candidates seek in a new role. Understanding the different factors that attract candidates to a role and why these are important will undoubtedly strengthen your ability to successfully recruit the best people for your firm.
5 steps to recruiting top Management Consultancy talent
Brand and Proposition
Does your firm have a clear proposition, and how exciting is it in the market?  Some candidates will be specifically seeking to join a big brand consultancy.  A smaller, more entrepreneurial firm may be more attractive to other candidates. Regardless, a well-defined and interesting proposition, combined with a track record of delivering good quality work to good quality clients, is vital.   Candidates need to feel confident that the firm can win and deliver an ongoing pipeline of work. Furthermore, reassurance that the projects they undertake will be career-enhancing is important. You are doubtless good at articulating your USPs to prospective clients. Similar thought and care should go to finding great talent.
Role and Career Development opportunities
What will the candidate find themselves doing if they join your firm?  Are there clear expectations of what the role involves and the requirements for progression to the next level?  Not everyone will feel strongly about having a detailed job specification. However, candidates do need to know what success in the role looks like and what are the opportunities for career development.  Can you provide examples of employees who have progressed internally? Do you have evidence of how you support this through coaching, mentoring, and training? Good career prospects are the most frequently mentioned criterion by candidates registering with us.
Culture and Values 
Most employers articulate a set of values on their website. Are these reflected in the day-to-day experience of working within your firm, and if so how? If you talk about diversity and inclusiveness, is that reflected in your workforce and working practices?  Fully engaged employees are the happiest and most productive. Think about how you induct new employees and communicate with consultants who are working on remote project sites as well as the opportunities for individuals to influence and contribute more broadly to the firm.  Another key factor is work/life balance; everyone knows that travel comes with the territory in consulting. However, it is important to be honest about your expectations and if you can offer some degree of flexibility that could make you very attractive indeed to candidates.
Salary and Benefits
How competitive are your salary, bonus and benefits in relation to other firms with a similar proposition? Consider also how your firm fares in relation to the other factors; if you are not in a position to offer upper-quartile salaries can you instead promise a better work-life balance than some of the bigger firms?  If so, you may well be able to attract equally strong candidates.  In the absence of a well-established brand then are you prepared to pay more to attract the very best people?
Benefits and bonus are also important, but a generous benefits package should not be relied upon to make up for a weak salary proposition. However good or unusual the benefits or bonus are, it is worth remembering that neither have any value in the eyes of a mortgage lender so getting the base salary right is crucial. That said there is no doubt candidates also value benefits. Therefore the right balance is crucial and a good package can send an important and positive signal about your firm to candidates.
Can you offer equity potential, especially if a smaller firm, to outweigh immediate concerns about risk or lack of benefits?
So far, so good - you may feel confident that you have thought through these factors already. In our experience, it’s the fifth element that so many firms overlook:
Experience of the Recruitment Process
Until a candidate receives an offer, their judgement of a firm in relation to the factors outlined above is based purely on what they are told or find out through research.  The only really tangible element is their experience of interacting with your firm throughout the recruitment process:
 	how easy it is to apply for the role
 	what information is available
 	how long the process takes (and the willingness of the firm to fit around the availability of the candidate)
 	the people they meet at interview
 	the quality and professionalism of the process, especially feedback and responsiveness
These are all concrete evidence of how the firm operates and what it's like to work there.
A slow or very time-consuming process, under-prepared interviewers, lack of regular updates to the candidate can all send a message that recruiting good people is not a priority. Alternatively, it can indicate that the firm is poorly managed.  Similarly, going in too low at the offer stage suggests that you have not paid attention to the candidate’s salary expectations, don’t place value on the experience they are bringing or are hoping to get them "on the cheap".
All too often candidates tell us about their poor experiences of recruitment processes: interviews with no feedback, applications that received no response, convoluted interview and assessment stages, delays, endless delays. Those experiences may not be a true reflection of how a firm operates but an impression has been formed. Warning bells may start to ring.
Conversely, a positive experience of a recruitment process sends a strong, engaging message.  It’s not an enormously difficult thing to get right, but in the current market, it could be a real differentiator.
 
 
Our recent Job Search Survey examines the reasons why consultants leave employers and the key considerations when looking for a new role.
Prism’s Recruitment Healthcheck service for management consultancies offers employers a concise, confidential appraisal of the effectiveness of their recruitment strategy and processes in the context of their hiring plans and growth ambitions.  Please contact us to find out more.

### Resignation. How to resign from a job professionally.
So you’ve got the offer for your great new management consulting job! If you’re lucky you may have had to chose between more than one. Perhaps you have negotiated your salary. You’ve considered where it fits with your career plan.
 
You’re planning to accept but there is still an important step to consider if you are currently in a permanent job: the resignation itself. With one in five employees expecting to change jobs in the next twelve months, here is our step by step guide.
How to resign from your current job
1. Do nothing and tell no-one until you have the job offer in writing
A verbal offer (or even an an outline email) and a verbal acceptance is no more than a declaration of intent. It counts for nothing until the written offer has been approved. You should receive an offer letter and a contract directly from the company (i.e. not via a recruiter) and check all the points carefully. This includes (non exhaustive!) base salary, job title, benefits and all Terms i.e. notice period. Sometimes this may include details of commission or bonus plan but as these are sometimes non contractual or are changeable,  often not.  Hopefully the letter/contract will tie in with what they told you but there is always a slim risk of unpleasant surprises or points that need further discussion or negotiation. If you were given information verbally, either during the recruitment process or in the verbal offer that isn’t in the written details that you consider important you should raise this. In a worst case scenario you are fully within your rights to change your mind.
2. Check your current contract
Make sure you are fully familiar with notice periods, holiday entitlement, bonus entitlement, non-compete clauses, non-disclosure agreements and other details. Have in mind the contractual leaving date and consider whether that might be changed.
3. Prepare your resignation letter
This is dated and the clock starts ticking from when your employer receives that, not necessarily when you verbally resign. You will need this (a physical letter!)  at a face to face meeting or to be emailed immediately after the other options below. It should be short and factual but also positive and warm e.g. thanking them for the opportunities they have given you and for their support. Even if you feel negative try you should not show this at all and especially not in writing. Indeed this underpins a lot of the resignation strategy because it’s never, ever, a good idea to burn your bridges.
4. How you resign
This depends on the circumstances and urgency. Ideally it should be face to face. Second best is Teams/Zoom and third is ‘phone. Resignation by email should be a last resort. Definitely do not tell anyone else yet: your boss should hear it direct from you and should be the first person you tell. This includes former employees you count as friends: the jungle drums can get very loud…
5. Immediate departure
If you resign face to face might you be marched off the premises? Will someone immediately take your laptop? Your company ‘phone? Even if virtual will your emails and messages be viewed or frozen? This may be company policy. Even if you have never had any hint of “trust” issues with your employer it’s best to assume the worst and make sure there is nothing incriminating, embarrassing or personal on any part of the company’s IT. Under no circumstances attempt to sabotage any data or systems or export information (i.e. figures/contacts etc.): you will probably be found out and such actions may be breaches of contract and/or illegal.
6. The meeting
Preparation is key.
What are you going to say? How are they likely to react? Consider all angles and how, in turn, you will handle it. They may be surprised or shocked. They may be annoyed. They may be hurt. They may be angry. It will be a time of heightened emotion. Keep it upbeat and try not to say anything you might regret.
They will ask for reasons and best to keep it high level. Make it clear it’s not them, it’s the right time in your career and/or a great opportunity. Perhaps suggest you weren’t actively looking but a head-hunter approached you: this (possibly) white lie just makes it a bit easier for them to accept. No one likes the thought of prolonged deception (as they would see it) by a seriously cheesed off employee engaged in a very active job search. The less information you give them about the new role or salary, the better: it could either cause resentment (e.g. with the statement “it was an offer too good to refuse”) or give them ammunition to undermine your decision and persuade you to stay.
A difficult balance between irritating your boss by not wanting to say too much but avoiding being drawn in and doing just that!
 
Hold your ground. Keep it pleasant at all costs.
7. Be prepared for the counter offer
This may be a surprise! Hence making the point. There are many reasons why accepting a counter offer is a bad idea.
8. Next steps
Decide who is going to tell other employees and what should be said. Ideally agree with your boss the one or two key people that it may be best hear it from you first, rather than a bland company announcement. Regardless of what is specifically agreed you should adopt a similar approach to the story you gave to your boss. Definitely no gloating and definitely no negative comments, anywhere (e.g. by the coffee machine or on social media), about the role and company you are leaving or any people in it.
9. Agree leaving date
If they want to put you on gardening leave, or for you to work the notice period, that’s fine. Accept it with good grace. They can’t force you to leave before the contractual date but clearly there may be mutual benefit in doing so. They may ask you to stay longer than you are obliged to. If so, politely decline. The notice period is a specific duration for a specific reason and your obligations are now to your new employer, not your old.
Agree handover points and the objectives between your resignation date and your leaving date. In particular you should aim to leave on a high, with no unfinished business or skeletons in cupboards. Ask what you can do to ensure a smooth transition and handover including notes as required.
10. Prepare for the exit interview if applicable
The above points apply: provide respectful, factual and constructive feedback that can help to improve the company. Be calm and objective. Project positivity and gratitude for the opportunity of having worked there. Avoid any negative comments, especially about specific employees.
11. Decide on leaving “socials”
Ideally with the support of your boss. Alas there may not be a “leaving do” or “gold watch” as thanks for many years of service! But don’t be resentful or bitter. Whether it’s an intimate lunch with a trusted friend or a few drinks in the pub, never, ever, get into a situation where a bit too much to drink makes you say “something you might regret”!
And good luck in your new role!
 

### Retained recruitment: more effective... and cheaper!
The commonly accepted employer view that “agency” or “contingency” recruitment is less costly is flawed. In fact, retained recruitment can be cheaper and more effective.
Not all recruitment requires the best available candidate in the market: indeed that would be unrealistic for junior to mid level roles.
However more senior roles which may have significant strategic impact both in terms of revenue growth and the organisation undoubtedly should be approached differently. In particular this will almost certainly require a structured process to ensure that the broadest range of applicant sources have been considered to enable the optimum selection of candidates. It will also need a well managed process to ensure that the candidates are both evaluated effectively and, equally importantly, impressed and excited by the opportunity and the employer.
The alternative, almost by definition, might be a sub optimal hire or wasted time: the effect of either or both of these could be costly.
It is tempting to think that using a few recruiters on a contingency basis to find candidates is an ideal solution: several agencies means a broad spread of candidates and they will try harder because they know they are in competition.
Alas this is to misunderstand the commercial realities for the agent: they expend most of their time on roles with the greatest likelihood of a fee or where a fee has been paid. Multi agency "success only" roles, especially if the employer has been cunning enough to get a reduced fee, are always bottom of the recruiters' priority list.
So the result is a modest amount of effort sourcing the easiest to find candidates with a limited amount of value added to the screening or process.
That's the reason why more senior roles often use a retained recruiter.
Why is retained recruitment more effective?
Priority and speed
The recruiter will give your role top priority, much more of their time and their resourcers' and an accelerated process if required by your timescales
More screening
Usually part of the agreement is in-depth interviewing (telephone or "face to face"). This means that you only see CVs and meet candidates the recruiter believes to be suitable. This differs from contingency hiring where they may believe they have no choice but to shortlist marginal candidates. Because if they don’t, another recruiter might, and they might get the fee.
More responsive and better service
You’ve paid a fee which means that you have the recruiter’s attention.
More candidate mining and sourcing
Better candidates and better choice. The recruiter will know that you definitely want to hire otherwise you wouldn’t have retained them. They’ll also know that if they put time into finding good candidates they will definitely get the rest of their fee. The result is they devote time to unearthing “difficult to find” and less active candidates. In practice this will involve a wide variety of sources that simply wouldn't be worth considering via the contingency route. This is indeed the very heart of the term "head hunting" which involves a considerable amount of recruiters' time and effort i.e  hunting people who are not active job seekers
Certainty
There will be a much much greater likelihood of a successful conclusion from a retained recruiter.  A good recruiter, operating in their core markets,  will have a success rate well above 90%
Market knowledge and integrity
You are working with a trusted partner (if you don’t trust them don’t use them) who will be deserving of the term “consultant”. They can guide you through the entire process from job specification to offer with objective and informed advice. They are as keen as you are to find a great candidate who does well in the job.
 
Why may retained recruitment be cheaper?
1. Lower fee
If a recruiter has a near guarantee of a fee they can afford to reduce that fee depending upon the services expected. Traditionally this hasn't been the case but many recruiters are re-evaluating their cost model to be more attractive.
2. Quicker placement
While retained recruitment isn't necessarily faster, especially if a lot of searching and approaching inactive candidates is involved, the recruiter's focus can often accelerate timescales.  In management consultancy this means someone joining a firm sooner and therefore earning fees quicker.
3. Less client time expended unproductively
Because they are paying for proper screening key people in the business can be earning fees. Instead of reviewing unsuitable CVs and interviewing unsuitable candidates.
4. Better rebate or guarantee period
While everyone hopes for success there is inevitably the a concern that a hire might leave and a recruitment fee has gone down the drain. Because they have banked at least some fee for their efforts a retained agent can often be persuaded to offer better rebate terms and reduce the risk of your paying for a candidate that doesn’t work out.
 
In summary
Conventional wisdom is that “agency” or “contingency” recruitment is always a lower fee than retained recruitment. The many advantages of retained recruitment suggest that this is not inevitably true.
From a recruiter’s perspective, “contingency” is a lottery and they will fill a small minority of the roles they fill. The success rate is generally around 20%.  A good recruiter will fill nearly 100% of retained roles (unless they are cancelled).
It means that they can afford to spend at least 5 times more time on retained roles, often more. And as suggested above if they have retained work then contingency roles are bottom of the priority list.
Contingency can be a false economy. Employers may be lured by the prospect of only paying a fee if they hire, but the risk is poorer service, weaker candidates and greater cost.
 
If you would like to discuss how Prism Executive Recruitment can help with your talent acquisition strategy please contact Chris Sale, Managing Director, on 01344 636426 email  csale@prismrec.co.uk or use our Contact Us form.

### Resigning: expect and beware the counter offer
For some management consultants with sought after profiles the current job market can bring multiple job offers (What to do? See here ) but also, perhaps unexpectedly, a counter offer of more money or a promotion from their current employer,  desperate to hold on to their key staff.
Ten reasons why you shouldn’t let your persuasive employer change your mind when you resign:
Handing in your resignation is a big deal and potentially a time of heightened emotion, clouded thinking and impaired decision making.
Before you do so have a final think about why you got to this point and why you are accepting the new employer's offer. It might be because you're unhappy with your job and you're looking for a fresh start.
In any event write it down: having it in black and white will be helpful if you come under pressure to reverse your decision. This is as near as you can get to an objective, measured decision so it’s important to keep this front of mind. If in doubt find people you trust to speak to.
Be fully prepared for push back when you resign: some employers have a policy of not counter offering or otherwise persuading people to remain. However, most employers, aware they may be significantly inconvenienced or even commercially damaged by your departure, will not.
Also, remember that usually they have much more experience of dealing with resignations than you do of resigning!  That presents them with a huge advantage in managing the situation.
Why does this matter?  If they end up offering you a better job or more money, it’s surely a win/win all round?
Probably not and here’s why:
1. The double-cross
The sad fact is that sometimes employers renege on their counter-offers after they’ve had time to look around for a replacement: which may also be a cheaper resource if they’ve been forced to up your salary.
2. Appreciation
The hypocrisy factor. Do you really want to stay with a firm that had to be blackmailed into recognising your worth?
3. Pressure to deliver
Can you back it up? Companies forced into salary hikes naturally expect increased performance, sales or productivity that may be beyond your ability to deliver. Or beyond the company’s ability to enable you to deliver.
4. Vulnerability
If there are subsequent redundancies you might well be the first to go: you could now be too expensive and clearly are no longer assumed to be loyal.
5. Being sidelined
Counteroffers are often sideways ‘promotions’ that amount to nothing more than mouldering on the limb until it breaks off. The real promotions go to people who haven’t been 'disloyal' and threatened to resign.
6. Loss of trust
“After all we’ve been to each other". Many bosses and employers view resignations as a betrayal and things are never quite the same again.
7. Objectivity
You made your decision to resign with a calculated weighing up of the facts. Trying to reevaluate the decision with the flattery, emotional blackmail and other pressures of a counteroffer will inevitably mean that being entirely rational is virtually impossible.
8. Delaying the inevitable
The same circumstances that caused you to consider a change will very probably repeat themselves in future if you accept a counteroffer now. The reality is that as many as 90% of people who are "bought back" or persuaded to stay, leave within 12 months anyway for one reason or another.
Presumably often to jobs which are not as good as the offer they originally had.
9. The bluff
Acceptance of a counteroffer very often leads to a perception that you were only fishing in the first place. This does your status no good with your current employer or your colleagues.
10. The power of persuasion
It would be surprising, verging on insulting,  if they DIDN’T try to persuade a great employee to stay. They have MUCH more experience of handling resignations that you do of resigning. They are old hands, probably know you well and so know exactly what buttons to press to change your mind.
If you give the impression of wavering, or being "open minded", even if only out of a sense of politeness, this will be exploited and prolong the resignation process,  so take care! You can be firm, without risking leaving on bad terms.
 

### Prism's plan for winning the war for talent in 2022
There are many signs of a buoyant management consultancy recruitment market  and candidate shortages.
The lockdowns and uncertainty has made some wary of  making a move. So good candidates are as difficult to hire as ever but are the life blood of a firm and the key to their future success. So finding and attracting them is critical.
 
Here's Prism's 6 point plan:
 
1.  Define your Employer Brand
A flashy name for a simple concept: how can we be attractive to candidates?
The well known brands have a natural advantage perhaps but for smaller consultancies this can mean a hard look at the business and inevitably some soul searching about what can be done better.
A great starting point is to ask your current employees what REALLY attracted them to the firm and what they feel are the real strengths. How can you differentiate?
Also consider where your target candidates might be currently working as this may help craft a compelling alternative.
Candidates are motivated by different things at different stages of their career so keep that in mind too.
Many potential employees are motivated by values and culture and many firms are aware of this but also inevitably other factors are important.  Don't lose sight of competitive packages but also advertise your great work and great clients.  Potential hires from larger firms might be surprised that smaller firm doesn't mean smaller clients and smaller projects!
2. Think strategically as well as tactically when recruiting
There will always be projects to be staffed, attrition to be back filled and general headcount targets to be met. It is entirely sensible that tactical recruitment should be the priority. However good people who can enrich the gene pool, build business for you and be future leaders are so hard to find that you need to have a headcount model that can find space for top calibre people even if there is no active hiring need.
3. Assume recruitment will take six months and be pleasantly surprised if its quicker
Of course there are many variables but our experience is that from the first phone call to us to the candidate commencing, is typically six months, often longer. Of course hiring could be, and sometimes is, considerably quicker but you can’t rely on it. There are obvious “unknowns” – the time taken to actually identify a candidate even before the interview process starts and their subsequent notice period being the obvious ones but lots of other incremental factors can make weeks become months very quickly.
4. A good hire could generate as much business for you as a good client so make hiring the same priority.
Consultancy firms quite rightly view client development and client servicing as top priority and devote a lot of time and resources to it. However if there is acceptance of the direct and indirect financial value of a good employee then getting good people should be the same, but how often are recruitment processes and decisions second fiddle to client work? This causes delays reviewing and responding to CVs, finding availability for interviews, cancelling and rearranging interviews. All of which extends the recruitment process and makes it less likely you will hire the best candidate.
5. Make sure your recruitment process helps rather than hinders hiring
Candidates who are, from the start, keen to work for you because you are a well known name may not be dissuaded by a horrible recruitment experience. However the non brand name firm doesn’t always have that reassurance and they need to impress from the outset. And indeed the big firms who may appear to have candidates always knocking on the door will of course still risk losing the best people to the competition and may never attract the real superstars. There is an illusion of popularity which may foster complacency but sometimes the largest employers have a different hurdle to overcome, namely candidate preconceptions.
This topic is an article in its own right but headlines include:
 	Write enticing advertisements and job descriptions.
 	Make it easy to apply: does your website have a clunky and off putting process?
 	Respond to all applications – direct AND agents'. The candidate doesn’t differentiate.
 	Make sure the interviewers and the interview process will impress.
 	Manage expectations.
 	Try and add the personal touch. A key differentiator.
 	Walk through the process with an applicant's eyes.
 	Ask for feedback: from recent hires, from candidates who say "no" and equally importantly, candidates you say no to
Your recruitment process is a showcase for your business and that applies not to just the one person who you get on board but also to the ten or twenty you don’t.
And on occasions it may need to be bent out of shape completely to get the best management consultancy candidates. Nothing impresses a prospective hire more than knowing you are able and willing to be flexible if there is a good reason.
6. Be smart in your use of external recruiters
You want to save on recruitment fees but you also want the best candidates and that always has, and always will, present a conflict.
There is logic for the use of internal recruiters and direct applications but the sensible use of third parties however can make a real difference to your ability to find and attract good candidates, especially if you lack a brand name.  Smart firms employ a hybrid model.
You also need to ensure recruiters will work hard for you. "Success only" or contingency recruitment is saying to the agent – work for me for free in the hope of getting payment.
The behaviour of the recruiters reflects that – the time they devote to finding candidates for you will be directly proportionate to their perceptions of how likely it is they will get a fee, and the size of that fee, compared with other clients’ roles they are working on.
Don't make the mistake of negotiating a big fee discount or using lots of agencies: all that means is that you will be bottom of the contingency recruiter's priorities.
It should be born in mind that even a small retainer fee will almost always ensure that you are top of their priority list, over ALL contingency work because they are almost guaranteed a fee if they do a good job for you and find you an excellent hire. So both sides are happy!
 
To discuss any aspect of your recruitment process and strategy please contact: Chris Sale, Managing Director, Prism Executive Recruitment – csale@prismrecruitment.com www.prismrecruitment.com

### Hire character: train skill
 
How many times have we seen those sentiments albeit with different phrasing?
Business leaders from Jack Welch to Richard Branson and organisations from McKinsey to Harvard Business School make the same point.  A survey of 500 leaders found that the right “personality” was judged the most important quality in a worker by 78% compared with “skill set” which scored 39%.
So why is this self-evident point so routinely ignored? 
Jobs may go unfilled for months while an employer seeks exactly the right experience. In consultancy, employers can significantly damage the profitability of projects by employing associates while they try and hire the "ideal" permanent hire.  This is not to suggest skills/experience have no relevance!  Simply that they are only part of the make-up of a great hire and one that is often exaggerated.
There are a few reasons employers often choose to prioritise skill over character:
 	When deciding on shortlisting for interview it’s easier to evaluate skills and experience than judge character from a CV. The latter can be broadly inferred by an experienced CV reviewer but is ultimately more subjective
 	It’s thought to be a lower risk: organisations can often be very good at assessing skills objectively but personality is by definition often subjective. Personality tests can help but are not wholly reliable indicators of future success. They can also be time consuming and expensive. So an organisation/hirer reverts to “needs this experience” when advertising and interviewing.
 	It can be difficult to define a set of character/personality/talent traits so it’s difficult for an employer and recruiter to establish what a role or business might need let alone agree on them. Thus companies risk hiring “me-too” staff. Not always a bad thing but a clear risk of ignoring other talent(s) and anathema for Diversity.
 	It challenges internal dogma. If the role has always been filled by someone with ABC experience it can be tough on previous job holders and colleagues if someone dares ask the question “do we actually need this experience?”. Even more so if a person is hired who then excels in the role without ABC!
 	Sometimes certain experience IS actually necessary however.  One wouldn’t want to be treated in hospital by someone with a great attitude or character but no knowledge or skill!
So why should firms consider hiring character over obvious skills and experience?
In the field of management consultancy recruitment, demonstrable relevant experience on a CV may make the difference between employees being billable and not. Sometimes, however employers can take so long waiting to hire the right skill set that they could have hired a less close fit candidate and equipped them with the skills and experience in the time.
An innovative firm we met recently does just that. They overwhelmingly hire on culture and personal attributes and then give new consultants free to clients for a period to gain the experience to make them billable. All parties including the client are happy. This can be a more efficient approach and worth the investment to provide them with those extra skills. Furthermore likely duration of the time to find the right experience in a candidate is often unknown so it can be better to make a decision rather than none at all.
Another management consultancy employer has recently given Prism  the same generic candidate briefing for two very different roles. The logic?  “We are seeking a top-flight management consultant because they usually have the traits we are looking for: ambition, communication, stakeholder management, analysis, project management, curiosity and innovation, teamwork, ability to pick things up quickly. As we want someone who is flexible and with huge career potential these are all very transferable qualities.”
Summary.
Clearly, if a candidate with both character and skill is available then that’s an easy hire.
Often however employers, especially seeking to fill management consultancy jobs, can search for months for the “ideal” candidate.  Sometimes they have to end up compromising on the character and personality traits that are actually much more important to success in the role and the business. Probably the worst outcome.
 
For more information on optimising your hiring approach or  attracting the best candidates email Chris Sale, Managing Director, Prism Executive Recruitment chris.sale@prismrec.co.uk, call him on 01344 636426 or visit our Client Services page.
 

### How to help yourself land your ideal management consultancy job in 2022
Hoping to find your ideal job? A recent survey has highlighted employers' and recruiters' main application irritations. If you are guilty, it could be the difference between you getting your dream management consultancy job and being turned down before you have even started.
 
The results are fairly unsurprising but mention easily avoidable application red flags that can be overlooked by applicants. We would recommend actively looking out for these and avoiding them if you are searching for your ideal job.
1. Errors on a CV
In one survey, over 50% of recruiters voted poor spelling and grammar on CVs as “their number one application turn-off”.  They are thought to indicate a lack of time and care spent on an application. They can usually be resolved with a little effort. Modern spellcheck provides little excuse for errors. If possible, a second pair of proof-reading eyes can be helpful before an application is submitted.  Many roles require exemplary written presentation standards whether client facing or internal. If there are errors on a CV that sets a poor precedent for performance in the role.
2. Not having the required qualifications for your ideal job
Perhaps somewhat surprisingly in the same survey by comparison, only 25% of recruiters voted a lack of relevant qualifications and background as more likely to inspire a decision to reject an application!
3. Logical CV
Almost as important as what is written is how it is written.  Half of recruiters surveyed said a crucial consideration when reviewing a CV is a good, logical presentation,  made in no more than two to three pages.
4. Trite phrasing
Also watch out for banalities so as to make your application stand out rather than grating. Another survey quotes one in three recruiters’ “biggest pet-hate phrase” on a CV to be “I enjoy socialising with friends”. Being a “good team player” also high on the list of annoyances. Avoiding hackneyed clichés is key with ‘socialising’ never counting as an ‘interest’ of note.
If you are a team player, reference examples that make this clear rather than using the phrase. Although some more left field pastimes might be unappealing to the reader,  something a bit unusual might probably prove more eye-catching than one’s favourite activity being "travel" or "the latest technology".
5. Interview etiquette
When questioned on interview decorum, 42% of recruiters considered unannounced lateness to be the biggest annoyance at interview whether face-to-face or on Zoom/Teams. However, the article stresses that advance warning and a legitimate excuse for delay is considered acceptable. This can help prevent someone from being marked down for the wrong reasons.
Finally, the survey highlighted the importance of being well-presented, with “positive body language”. In this video age the equivalent of a firm handshake perhaps is a warm greeting and sign off with good eye contact. DON'T assume that overly casual is acceptable. Formal business attire may be unnecessary but "smart casual" with a professional setting and background is essential.
Prism's pet-hates
We have done our own survey at Prism and have come up with a few more application ‘no no’s’. High on the list was inconsistency between employment dates on LinkedIn and the CV and overly long verbose CVs.
 
Application errors such as these are avoidable with a little thought. This will bring you one step closer to your ideal job.

### Recruitment - does Cost Per Hire find the best talent?
 
Cost Per Hire is a measure frequently used by companies seeking to control their costs. But companies should also be focussing on ROI.
Does your company focus on this metric? If so you may be missing out on the best talent. A more relevant objective is “How can you source the best talent in the shortest timeframe with maximum return on investment”.
 
Why do companies measure Cost Per Hire?
The most obvious explanation is that the calculation is simple to understand:
The problem is, simplicity is really its only virtue. The calculation does not take into account the length of time it takes to fill the position or the quality of the hire. The metric is widely used, but that does not mean it provides any useful data. It may in fact be detrimental to the recruitment process.
If a company wants to have an effective talent management strategy it needs to focus on the more important business and revenue impacts that efficient recruiting can provide.
The problems with measuring Cost Per Hire
 1. In-house recruitment is not always best
If cost control is the primary objective, measuring Cost Per Hire will encourage a firm to do much or all of its own recruitment. In-house costs are fixed therefore the greater the number of hires, the lower the cost per hire. Prima facie this sounds like a good result. However, it may turn out to be a riskier and less cost-effective solution for a number of reasons. In-house recruitment may offer the cheapest option in absolute terms above a certain recruitment volume but is constrained by both the capability and capacity of the in-house recruiter.
 	In-house recruiters are the face of a company. They must effectively represent the company brand and culture which is of critical importance to ensure the attraction of the best candidates. This can sometimes be difficult if the firm recruiting is a relative newcomer, or operating in a niche market. Our experience is that sometimes in the bid to control costs firms don’t consider the need for the recruiter to represent its brand in a quality or credible manner.
 	They need in-depth knowledge of the relevant market. This knowledge is accumulated with time and experience. In-house recruiters can be excellent but can also lack the experience and expertise to find and attract the best candidates, especially in specialist markets.
 	They must provide a great candidate experience. This is often helped by the implementation of an effective and efficient recruitment process. In practice, this can be a challenge and even basic administration of the application process eludes many companies. An inefficiently run process may scare away the best candidates and cause considerable damage to the brand.
 	It is not scalable. If there is a peak in demand for hires the recruiter can’t cope and will inevitably focus on the easier to fill jobs which might not be the ones that will add most value  or be business critical.
 	There has to be added value by pre-screening applicants effectively. If in-house recruiters are not able to do so then the risk is that:
 	The firm rejects good talent
 	It wastes staff  time, including senior management
 	The recruitment process is drawn out because  managers are swamped with irrelevant CVs
If the in-house recruitment resource is compromised for whatever reason, in the worst-case scenario, the company takes longer to find a suitable candidate and may still require a recruitment agency.
 2. Some factors affecting the Cost Per Hire calculation are outside a company’s control. 
Cost per hire is a function of the volume of hiring, and a mix of the grade of staff hired. The metric is too crude to be applied across all staff levels and a temporary decrease (or increase) in any area of staff recruitment will give rise to a variance. There may be a particular shortage of talent at a specific level or in a particular sector which will skew the calculation.
 3. It drives the wrong behaviours
A focus on reducing cost and a requirement to remain in the budget will ensure that effort is focussed on high volumes of easy to attract candidates in easy to fill roles regardless of the real value to the business. Our direct experience is that employers apply different criteria to direct and “free” applicants who may on occasions have backgrounds markedly inferior to the criteria given to agencies. Inescapably these are often NOT good hires. While it is understandable that an agency fee is only justified for finding a good quality candidate or hard to find skills, the reverse logic should never apply!
 4. The calculation fails to take account of a number of opportunity costs:
 	The time it takes to hire is often ignored as a cost but in reality, it forms a big overhead. Assuming the recruitment is reactive, the role that is being advertised is vacant. Consequently, for the duration of the time that you are recruiting, that particular job isn’t being done or is being done as part of someone else's role or responsibilities.  Or by using an expensive Associate. Hiring times can be longer for in-house recruitment campaigns than they are when using a recruitment agency. This is due mainly to the difference in access to suitable candidates. The practical effect is that either a client project is under-resourced (i.e. there could be more staff on the project and therefore more £££) or the project is staffed with Associates on much lower margins and therefore a less profitable outcome.
 	Calculating the cost of recruiting in isolation often has the net effect of forcing recruiters to primarily worry about the cost of hiring even though the business impacts that the new hire produces may be very many times higher.
 	The formula used by many recruiting functions excludes the cost of the hiring manager’s time. Referral hires never include the cost of the referring employee’s time. Almost all cost of hire calculations fail to include the cost of bad hires, retention rates of hires, the lack of diversity of hires, and the need to terminate bad hires.
 	Not all businesses have the time or resources to recruit effectively which means their campaign may not have the desired impact and therefore not attract enough of the right people for the role. This may result in hiring a sub-optimal candidate, who will not generate as much revenue.
 	Recruiting the wrong person means a high cost of failure. If the new hire cannot do their job effectively, or as well as the person they replaced, it means wasted time in training or replacement. The cost has been estimated at many times that of an equivalent agency fee.
A better way to view recruitment costs and maximise Return on Investment
 	Don’t just view recruitment as an overhead. In other parts of the business, (front office roles) costs are compared to the value of the output. The most strategic and widely used metric of Return on Investment (ROI) compares money invested with the return. By applying a ROI approach to recruitment, firms will compare the cost of investing in talent acquisition with the returns (fees) that these hires produce. Without also looking at revenue generation from hires, constraining or reducing recruiting costs may actually cost the firm money.
 	Consider a hybrid approach to recruitment: use in-house AND external recruiters. One or other may be the best option depending on circumstances, so use both.
 	External recruiters may seem expensive, but may only charge a fee when they find a suitable candidate. Take advantage of their network and experience to recruit senior talent or individuals with specialist skills. Calculating a positive ROI in such a situation will provide reassurance that expenditure on recruitment agency fees will contribute to the profitability of the business.
By all means, calculate Cost per Hire, but ensure you include ALL relevant costs and view this metric as only part of the overall talent acquisition picture.
 
To find out how Prism Executive Recruitment can help your company find exceptional talent, please visit our Recruitment Solutions page or contact Chris Sale, Managing Director.

### Why do women leave consulting careers?
Everyone knows the answer to that, don’t they? It's actually rather more complicated, not least because the desire for work/life balance and lack of enthusiasm for Monday to Friday away from home is increasingly becoming gender-neutral.
The recruitment, retention and promotion of women remains one of the biggest issues for management consulting firms. Although an increasing number of women are joining the consulting industry, in many cases they are not staying for long enough to ensure significant representation at senior levels. The percentage of female consultants at the senior level remains low.
In an effort to identify why this may be the case, five consulting firms joined forces to launch an initiative to promote gender diversity in the management consulting profession. Accenture, IBM, KPMG, PA Consulting and PwC are currently working in collaboration with the Management Consultancies Association (MCA) and She’s Back.
A report was published "The road less travelled; why women’s path to partnership in consulting firms is still not straight" by NBI Consulting and Source. It was based on interviews with women at partner/board level from the world’s largest consulting firms. The report concluded that despite the many wide-ranging initiatives designed to resolve the problem of women leaving consulting jobs, the results continue to be disappointing.
Apart from the fact that organisations face losing a talented and highly skilled portion of their workforce if women cannot be retained in management consultancy careers, there is a strong business case for offering a diverse consulting team.
Why clients want to see more women in management consulting teams
In a separate survey, Source canvassed 100 senior executives for their views on the role women play in the consulting teams. Nine out of ten of them wanted to see teams that had more of a gender balance. Firms were overwhelmingly keen to have female business consultants working on projects. The reasons they gave included the following:
 	Teams that have a greater proportion of women deliver better quality solutions, to both the client and the organisations’ end customers.
 	Women help consulting teams to think more laterally and to consider the longer term.
 	Women were thought to be faster at developing relationships and were more effective coaches
 	Women perceived as more thoughtful and more prepared to take time, more reflective and more engaged
 	More than 80% of clients think that a project run by a woman is likely to keep to time and budget
 	Female project managers were felt to be better at stakeholder management than their male counterparts.
Women are also seen to excel in terms of communication. 75% of clients said that they tend to be more upfront with what needs to be done and why. 58% said they’re more straightforward than men and are more prepared to spend ‘quality’ time with their clients and teams.
How can management consultancy firms encourage women to stay in consulting jobs?
In preparing their report, nbi Consulting interviewed 35 senior women and men in consulting firms in the US, UK, Europe and Australia. Most of those interviewed were equity partners. The purpose of the report was to look at the factors which helped women in consulting careers progress through the ranks to become partners and senior partners.
The report concluded that there were potentially 6 things consulting firms can do:
 	Invest in identifying women candidates and understanding their individual career ambitions. In this way a position may be “customised” to suit that individual’s needs.
 	Develop an understanding of the factors which prevent key female talent from feeling they can pursue a career within the firm. What are the challenges of life as a female consultant? Know the concerns and issues they may have before they resign.
 	Consider a sponsorship programme for women consultants. Evidence suggests that being heard by a senior person can make the difference for women consultants between staying and leaving.
 	Identify individuals in a firm who would make good sponsors. Actively manage and support a mentoring programme within the firm. Encourage the formation of a women's consulting network.
 	Empower the project managers who are reporting to partners to pay more attention to accommodating flexibility of working within their team. Support them in this juggling act.
 	Actively promote flexible work practices. Also encourage the return of female consultants. Project-based work can lend itself to working from different locations at non-standard times aided by technology.
Reasons for leaving consulting jobs are not unique to women
This survey sought to identify the factors which helped women to progress. In doing so it also highlights some of the reasons why women leave. One obvious conclusion might be that family commitments mean women are less willing to commit to the 24/7 work pattern that is often required in consulting jobs. It would be easy to label this as a gender issue, but that may be simplistic.
The Millennial generation has a very different view of what is an acceptable work-life balance. A PwC report concluded that Millennials are unconvinced that the excessive work demands, which older workers have hitherto taken for granted, are worth the sacrifices to their personal life. These men and women now want more flexibility in working hours.  And there is evidence to suggest that this attitude has increasing support from all generations. Employees now want a flexible work schedule and are willing to give up pay and delay promotions in order to get it.
Indeed it is increasingly the case that men too are unwilling to sacrifice family life at the altar of career progression and client demands.
A change in culture within firms
There is of course the potential problem that if some sections of the consulting workforce are not willing to be mobile and work long hours, often at short notice, then others have to take on more than their share of the burden. However in practice, sometimes informally, accommodation and compromises can be made on all sides. It’s therefore no longer as much of a problem. A less macho style of culture and leadership and greater flexibility from clients has also contributed.
The results of the She's Back online survey is of relevance to all consulting firms. Management consultancies have a "huge opportunity" to attract back women who have left the industry. But they must fully embrace more innovative and flexible ways of working. In an effort to meet the challenge of ensuring as much as possible is done to support and encourage women to remain in or return to consulting jobs, an additional benefit may be that the workplace could be a better environment for all.
The impact of the pandemic
Since these initiatives were started and some of the results featured there has been the global pandemic. There have also been a number of well-publicised social media-led campaigns relating to women in the workforce and DE&I more generally. Of these, the most high profile was "Me Too" (albeit that initiative was started in 2006).
It is perhaps too early to make a call on the impact: after all careers don't happen overnight.
WFH and hybrid working
In management consultancy the effect on the "mobility" and "work-life balance" aspects has been dramatic. While long hours and remaining reactive to client demands, often at short notice, are still a feature this is less obvious than the significant increase in work flexibility.  With the great majority of consulting firms there is no longer the default expectation that employees must be prepared to work away at client site 3 or 4 nights a week. Or to be in the office when not working at client site. The norm is hybrid or "blended" working. Of course exactly what this means differs! But in many cases it is clear that there might be NO expectation of overnight stays at client sites. Now much client work is being undertaken remotely, or by day trips. Visits to the employing firm's office might be one or two days a week....or a month.
It would be naïve to suggest that this will revolutionise the ability of women to remain in consulting careers.  There is evidence that for many WFH has meant longer hours and "always on". Meanwhile, many of the conflicts and stresses especially around family life remain.
It is still not clear whether these changes are long term. However, it is very unlikely that the management consultancy profession will return to the model that applied, with few changes, for the 20 years before Covid hit.
 
Useful resource:
"Inside Knowledge: How Women Can Thrive in Professional Service Firms" by Alison Temperley. It “provides practical guidance for women working in professional service firms who aspire to achieve their full potential in what have traditionally been male working environments. It explores what women can do to achieve careers in professional service firms commensurate with their knowledge, skills, experience and talent”

### Management Consultancy Employers: 5 ways to make recruiters work hardest for YOU!
It's a tough market and good quality candidates are gold dust. Your recruitment agencies aren’t coming up with candidates. Or the candidates they’re sending aren’t right. You’re seeing the same CVs time and again. They seem like their hearts are not in it.
Familiar territory, but have you ever stopped to ask WHY?
When there is a shortage of good talent, it is important to ensure you work most effectively with your recruitment consultants. The key point is to remember that the executive recruitment agency is often only paid when they make a placement. The agent is measured and paid according to his placements and fees.
So far so obvious, but what this means is that unless you have them on a retainer payment they have no choice but to explicitly prioritise all their clients and vacancies. This is based on both the probability of getting the fee and the size of the fee.
So if you don’t think you are getting the agency's full attention and focus you are probably right. This will be because they don’t think there’s a decent prospect of payment for their efforts.
Looking at it from that perspective, you should ask yourself what you can do to move your vacancy further up the recruitment agency's priority list:
1. Are you providing your recruitment agency with an adequate briefing?
How much time have you spent briefing the agency? Have you met them? Have they met any hiring managers? Is there a detailed job description and candidate specification? When did you last update them on the status of the vacancy? The more information you can give them the more engaged they will be and the more likely they will be to come up with relevant candidates.
2. How many recruitment agencies are you using?
Many employers take a scattergun approach to using recruiters. This is because they're convinced that this will get the best selection of CVs and that agencies will try harder if competing. Alas, competition won’t spur them to do a better job. In fact, it is quite the reverse. If you are using 5 recruitment firms then each will in theory have a 20% chance of filling the job. While some might back themselves to be better than the rest the odds still aren’t great. Therefore, they may not put much time and resources into it. Often they will find the same "low hanging fruit" candidates as each other i.e. active advert applicants. From an agency’s perspective exclusive is best, even if for a short period. They will put MUCH more effort into trying to fill the role.
3. What’s your process like (be honest)?
If an agent spends time finding a candidate, telephone screening (or even meeting) them for you, then emails the CV across and you don’t get back to them quickly with feedback why would they put effort into looking for  more people for you? Unfortunately CV feedback from many consultancy employers can take weeks or is non-existent. What about interviews? Is it a straightforward process i.e. 2-3 stages, with interviewers who are willing to give up diary slots? If the process is protracted the agent faces the prospect of losing a fee as the candidate may find another job elsewhere. Good candidates are in demand and may well be in a situation where they in receipt of more than one offer.
Making your process more effective and with better communication is a win-win for your firm, the agent and the candidate. Furthermore, gaining a reputation for providing a poor candidate experience is likely to hinder future recruitment, so is to be avoided.
4. Is an internal recruiter also working on the role or managing the process?
Recruitment agencies know that one of the main functions of an internal recruiter is to save agency fees. All of them are familiar with the feeling that somehow their candidates are not top of the priority list because they have a hefty fee attached and the internal recruiter’s bonus is linked to direct placements. Don’t blur the lines: internal recruiters work on some roles, agencies others.
5. Does the recruitment agency you are working with have low fees or poor terms?
Are you pleased you’ve persuaded agencies to agree to very low fees? Or very advantageous terms (long rebate period, delayed payment etc.)?  Don’t be: that puts your firm at a disadvantage compared with their other clients (perhaps your competitors?) who will get more of their time and better candidates. Also the best executive recruitment consultancies, who have more attractive business elsewhere, won’t sign up. So make sure your terms are no lower than ‘average’ and give serious consideration to paying a premium rate or a retainer fee in order to ensure you get agencies’ full attention and focus.
Prism has won the “Top Management Consultancy Recruiter Award” ten consecutive years based on “outstanding feedback”. For more information on optimising your engagement with recruitment suppliers, or to discuss current or future recruitment please contact Chris Sale, Managing Director, Prism Executive Recruitment csale@prismrecruitment.com or visit www.prismrecruitment.co.uk
 

### Using a recruitment agency: how to get the lowest fee AND the best service
Demand for experienced management consultants is booming and you are struggling to find staff. So much so you are forced to consider paying a recruitment agency fee!
Given the scarcity of relevant candidates, many management consulting firms think the obvious answer is to use several recruitment agencies. The rationale: “it’s madness to put all our eggs in one basket so let’s get a spread of candidates. Also, while we’re at it we can use the spectre of competition to get them to work harder. Oh and also to reduce their fees.”
WRONG! 
 
This is why:
1. You are asking a specialist recruitment agency to work for free in the hope of getting a fee.
This forces the recruitment agency to decide on how likely they are to realise a fee from a specific role/employer and therefore calculate how much effort they are prepared to invest.
 
There are many factors at play in that decision but in crude terms: if you are using four agencies for a role each agency has a 25% chance of filling it (IF you do end up hiring and IF you don’t fill it yourself). And also you are saying to each agency “you have just 25% of my commitment”.
So no they’re not going to work harder because they’re in competition: quite the reverse.
 
2. The focus will be mainly on ACTIVE management consulting job seekers
25% chance doesn’t equate to a lot of effort so as a result, all the recruitment agencies will focus on active and easy-to-find candidates. There is nothing wrong with active consulting job seekers at all, but this is very much a “tip of the iceberg” strategy: in a market with candidate shortages you have to be looking for “passive” candidates too. It also involves them all fishing in the same small pool so using four recruitment agencies definitely won’t find you four times as many candidates.
 
3. The quality of shortlisted management consulting candidates
The candidates won’t be well screened: partly because of the diminished “effort” as just mentioned,  but also because no recruiter can afford to take the risk of NOT sending a marginal candidate. Another recruitment agency might and who knows you might just end up hiring them, so they lose a fee.
 
 
THE ALTERNATIVE - offer a period of exclusivity.
 
From a management consultancy recruiter’s perspective this transforms the economics and probability of success. And the employer will gain:
1. A fee reduction
As the recruitment agency are much more likely to get a fee, they can consider a fee reduction.
2. A better service
The transformation in the probabilities also means the employer is getting the Recruiter’s full commitment to filling their vacant role. The responsibility for success has shifted to the Recruiter who now owns the problem.
The client is taking the focus off speed and back on quality and exclusivity which means the recruiter has time to do thorough work.
 
3. Better choice of candidates
Exclusivity allows the Recruiter to bring all their resources to bear in the talent search. Not just a quick database search of the latest candidates. The service can now include:
 	a thorough, detailed hunt including a full and comprehensive database search
 	spending their money on varied advertising
 	looking at their networks and communities
 	social media activity especially LinkedIn
 	headhunt approaches
4. Time saving and Brand representation
Working exclusively means the Recruiter can invest time in really getting to know your business. As well as ensuring more relevant candidates this in turn takes less of your time as you’re briefing one agency, not four.
Exclusivity means more thorough screening, including proper interviews and detailed candidate qualification saving an employer still more time.
The management consultancy firm’s brand and image is improved by using one recruiter, partly because their job is not devalued in the eyes of candidates, who will be suspicious if the job is represented by multiple recruiters. But also, because a good and exclusive recruiter will be representing their client in the best possible light and enhancing the all important "employer brand".
 
In summary - how you should work with a specialist management recruitment agency
By offering a period of exclusivity to a specialist management recruitment agency you are multiplying the prospect of finding the best talent, rather than dividing it by the number of agencies you brief.  Also as an extra bonus, even though they are providing a better service they may be persuaded to reduce their fee because they are much more likely to get one!
 
If you would like to discuss how Prism can help with your management consultant recruitment please contact Chris Sale, Managing Director, Prism Executive Recruitment on 01344 636 426 or csale@prismrec.co.uk
 
 

### How Candidate Experience Affects Quality of Hire
 
We are currently in a recruiting climate where there is strong competition for the best management consulting talent.
In order to attract and secure the best candidates, it is not simply a matter of paying the most attractive salary. Many other factors come into play such as the quality of clients and assignments, career prospects, culture, work-life balance, brand and a company’s social responsibility to name but a few.
However, none of this is relevant if the hiring process itself is alienating the best candidates. This article from Cielo highlights some of the sources of frustration that candidates may encounter during a company’s application process which has a direct impact on their ability to hire top talent.
Unfortunately, sub-optimal experiences are common: many employers either pay lip service to the candidate experience or mistakenly believe they are providing a good experience when they are not. Very few companies ask candidates for feedback. They perhaps even assume that if a candidate is via an agency it somehow doesn’t matter as they are “only” upsetting a supplier:  that is clearly short-sighted in itself and in practice, of course, the candidate’s perception of the employer is highly likely to be negative. They may blame the agency but will also be unimpressed by the employer.
The recruitment process should be viewed from a candidate’s perspective, not only that of the successful applicant but even more importantly from that of the unsuccessful candidate.

### Will an employer think you're a job hopper and does it matter?
There’s no such thing as a job for life so no one expects loyalty these days…
Some believe that employer and employee loyalty is no longer relevant. And that it is fine to have lots of job moves on your CV.
Unfortunately, this is far from correct.
CVs with many employer moves are a big concern for management consultancy firms. They often tell us that they will reject a candidate for this reason alone, without considering interviewing them.
This may seem very unfair. The topic generates strong emotions from candidates who may find themselves on the job market though no fault of their own.
However it's important to be aware of this risk when considering "voluntary" career moves and job offers.
So how many job moves are acceptable?
There is, of course, no definitive answer and it does depend to an extent on what stage of your career you are at. A few jobs move in the early stages of your career is generally thought to be more acceptable. Broadly speaking one recent employer of fewer than 18 months duration is OK. Two moves of under two years may start carrying the risk that you will be a less attractive candidate in the eyes of employers and their recruiters. More than two short permanent roles will almost certainly have a negative impact on your options for your next job move.
You may have very good reasons for the moves and be able to explain them well face to face. However, you may not be given the opportunity to do so.
 
In these days of portfolio careers and the importance of gaining good experience why does it matter?
 	People DO value loyalty still. Employers don’t expect you to stay a lifetime. However, 3-5 years is expected as the minimum. The logic is that it may take a year for them to fully train and integrate you and start to get any real value out of you. If you leave after 18 months they lose out.
 	It suggests you might have made a mistake. One error is fine. But multiple blunders are not and cast doubt on your career planning logic and due diligence.
 	Sometimes the job isn’t what you expected (or were told) or you just don’t fit and it’s clearly not working out: it happens! But multiple job moves suggest the problem may be with you and not the employers.
 	Ambition is welcomed but if you have to move on after a short period it suggests a short attention span and unrealistic goals. It can also suggest that the employer doesn’t think you are as good as you do.
Moving for career progression
 	People love to see promotions on a CV. If you are with an employer for 5 years and have been promoted at least once and perhaps twice it shows that you are valued and good at your job. More than many other professions management consultancy is felt to be meritocratic and to afford people the opportunity for career progression. However, if the career progression doesn’t happen and you have to move employers instead then this can raise question marks.
 	Moves between employers are not always accompanied by career progression. In fact, people often move sideways in order to move forwards. Several moves over a short period may result in a career that is stagnating.
 	Redundancy happens to many people. Usually employers don’t view it negatively. In fact being able to start at short notice is an upside.  However multiple redundancies can suggest that to put it delicately, you weren’t quite as highly valued as other employees.
 	Finally and perhaps most obviously, short moves can suggest it was involuntary i.e. you were "let go" or whatever euphemism might apply. Fired to be blunt. Once is rarely a problem but if it happens several times it most certainly is.
What to do if your new job isn’t working out:
If you find yourself in a job or employer which you're unsure about give it at LEAST 6 months: there are often a few doubts and niggles in the early days.
If there is no sign of improvement consider carefully whether there is anything your employer or boss can do about it. Don’t assume that things can’t change. Sometimes an honest and constructive conversation, handled in the right manner, can clear the air and sort out any problems particularly if a result of a level of miscommunication.
 
However, if that doesn’t work, or the problems are clearly ones that can’t be resolved and this is your first short move, seek another job. There is no point hanging around hoping it will get better or trying to make it look good on a CV.  BUT take great care to avoid “frying pan to fire”. Frequently people are so keen to move they are blind to the potential pitfalls of a new opportunity. Your mantra should be “if I were reasonably HAPPY in my current role would I even be considering this option?”  The only thing worse than having to move from a poor job once is having to go through the same cycle again a short time later.  Self-evidently, therefore, don’t resign without anything to go to unless it’s truly intolerable.  You don’t want to put yourself under even more pressure.
If it’s the second time in a row and you have any choice in the matter DO try and stay put because making it look good on the CV probably IS worthwhile.
Consider alternatives
If you really feel you have to leave then you can consider contracting. It might suit you better and in any event, buys you time to make the right job move as it’s a fill-in for the CV and keeps the money coming in in the event that takes you longer than you expect.
Sometimes, unfortunately, job moves are forced on people and this can happen more than once. There isn’t a lot that can be done from a CV perspective except that it emphasises the importance of not compounding the difficulty by having unnecessary voluntary moves on a CV as well. If you do find yourself in a situation where you have two or more recent short term moves then your priority as far as possible should be to secure a low-risk job with a low-risk employer even if that means making some compromises.
For more recruitment and career-related information and perspectives, of value to employers and candidates alike, please visit https://prismrecruitment.co.uk/guides/ or contact Chris Sale, Managing Director, at Prism Executive Recruitment.

### How to choose a management consultancy recruitment firm
 
In order to attract and secure top management consulting talent, it is often cost-effective and efficient to employ the services of a recruitment firm. This can be on a contingency basis (or "success only") or retained executive selection or "search".  This is particularly the case if you are seeking elusive candidates with specific expertise. Alternatively, it may be that the appointment requires sensitive handling.
But not all executive recruitment or ‘search and selection’ firms are the same. Success in finding the perfect hire is dependent on ensuring that you pick the most appropriate recruiter for your assignment.
So how can you ensure that you make the best choice? What questions should you ask?
Here is Prism’s advice on how to make the selection:
1. Ask for recommendations from colleagues or your network
These can be recommendations from clients and candidates who have experience of a particular recruitment firm. A positive report from candidates is equally important as the recruiter will be the "face" of your organisation.
2. Do your research
In particular look at market presence and visibility. How is a recruiter going to attract good candidates for you if they are invisible or if their presence online is off-putting to people? Is their website professional? Their LinkedIn presence? What about their staff? Do they appear to advertise vacancies on their own site or other major job boards? Not all recruiters want to throw money at job sites but if prospective candidates have no way of seeing your vacancy, even on their own site, that inevitably limits their reach and puts a barrier up to potential candidates and applicants.
3. Do they know the market? 
Do they have experience of successfully placing candidates in similar roles in other organisations? You should be comfortable that they have adequate knowledge of the industry and the type of position in question. It is crucial they appreciate the skills and experience required by the successful candidate as these will form the basis of the recruitment firm’s search.
4. How does the executive recruitment firm intend to execute the search?
Will they rely primarily on a database of candidates and advertising? Or will they use their network and research resources to access a wider pool of candidates to include both active and passive candidates? Many headhunting firms concentrate predominantly on ‘passive’ candidates. However, to do so will limit the field of candidates for no obvious gain. Active candidates have many advantages and a good search firm will seek out both. You should seek a recruiter that deploys a variety of sourcing channels.
5. Has the recruiter taken time to fully understand the role and also the culture of your organisation?
They should ask searching questions and be objective and honest about the parameters for success. They should be able to advise on a salary and benefits package and any other factors which could make the position more attractive to a sought after candidate. Make sure you allow time: a full briefing that also allows you time to find out about their firm will take at least 90 minutes, sometimes longer.
6. How effectively can they represent your company?
For smaller or less well-known consultancies an executive recruitment firm fulfils an important role as brand ambassador for your company. They must understand your culture and attributes and have the professionalism to market your company effectively to potential candidates. The management consultancy market is very complex and involves dealing with highly intelligent people. If the recruiter is not able to comprehend the subtler aspects of what you are discussing with them then they may struggle to engage with and deliver good candidates and to manage the process effectively.
7. How will the recruiter manage the process?
Check timescales and when and how they will require feedback and input from you, the client. How does the executive recruitment firm manage the candidate pipeline? Do they respond to all applicants professionally? When can you expect to begin interviewing shortlisted candidates? How will the recruiter be involved with salary negotiation and on-boarding of the successful candidate? Will they keep you abreast of progress in a frequent, transparent and honest manner? Traditional search firms come in for criticism because of their “black box” approach to recruitment and can be very frustrating to work with.
8. Do you trust them and have evidence of their integrity and professionalism? 
This might seem obvious but Prism’s experience is that many employers who use recruiters are somewhat blasé about the importance of this.  It does however underpin all aspects of the relationship with you and with the many candidates (or prospective candidates) they will be engaging with on your behalf. At worst, your reputation will be damaged by association and the recruiter may fail to deliver the better candidates because of their lack of professionalism or poor reputation.
9. Who will be handling the search?
What experience do they have of this type of role? Will your assignment be given a high level of priority and will you have direct access to the individual recruiter as necessary? Are you reassured that their workload is managed such that they have adequate time to devote to you as a client? Have you met and are you comfortable with the people directly involved in the search? Often in recruitment, as with other services, the person who impresses you at the meetings is not the person doing the work or with whom you have the day to day contact. The recruitment consultant who is de-facto an extension of your company should be professional and have excellent communication skills. You should be confident you have developed a rapport with them and trust their integrity.
10. How will the offer stage be managed?
A good recruitment consultant can play a key role in securing the preferred candidate. This might include discussion of salary expectations, clarification of the role, reassurance about longer-term career progression etc. It is also highly likely that a good candidate may receive a counter-offer to entice them to stay with their current employer and executive recruiters are experienced in handling this scenario.
11. Follow up 
What support will the search firm provide, if any, at the completion of the assignment? Integration of new hires is made easier when the search firm keeps in touch with placed candidates. They can help troubleshoot any problems that might crop up in the first month or so.
12. Off-limits policy
Large search firms who are particularly dominant in a particular sector can be constrained by the fact that it is unethical for them to source candidates from existing clients. This is potentially very restrictive, so it is often better to appoint a specialist management consultancy recruitment firm who is not dependent on (for example) the Big 4 for its fee income.
13. Check the fee structure and rebate clause
An executive recruitment firm should provide a clear contract which will cover fees and details of rechargeable expenses. There may also be additional services you require, for example, psychometric testing, which will typically be billed separately.
Retained vs contingent
It is worth noting that the cost of retained recruitment is not dissimilar to the fees for contingent recruitment overall. Contrary to popular belief it is not necessarily much more expensive! However, the total fee will be split into tranches with some form of the initial fee being the most typical aspect. The massive benefit for the client is that for a potentially fairly modest upfront commitment they receive a level of service and commitment to research and candidate sourcing that should be an order of magnitude superior to the multi-agency, success only approach.
This not only dramatically increases the likelihood of success, but also includes a better choice of potential hires, who will typically have been specifically interviewed and screened, in-depth, against your firm and your role.
 
If you would like to discuss how Prism Executive Recruitment can help with your talent acquisition strategy please contact Chris Sale, Managing Director, on 01344 636426 email  csale@prismrec.co.uk or use our Contact Us form.
 

### How Covid changed job interviews forever: what you need to know
Sometimes technology-based change happens very slowly or not at all
For example, despite telephones being around for quite a while now (!) and the more recent mobile revolution, telephone screening is rarely used by employers.  If they do telephone job interviews, it’s usually only for initial stage information gathering.
By contrast, the internet has changed recruitment dramatically but it’s been a fairly gentle evolution over the last 25 years. Related web-based video technology has also been available for a long time and the home broadband speeds needed to support reliable interviews have been available for years too.
Despite the availability of the technology, only 18 months ago video interviewing was still rare in mainstream hiring. It was sometimes used in place of international travel but even that was unusual. The norm was that overseas applicants (even with Right to Work) didn’t get considered unless they were available for physical face-to-face meetings for job interviews.
Why was this? Habit inevitably has a big role to play. And in this case, the alternative to physical meetings did not seem especially compelling so there was no driver to change. It seemed obvious that the traditional format was better and had advantages for both sides.
So much so that it’s highly likely that one could have looked forward ten years and seen little change.
However, then Covid hit such that ALL business meetings and job interviews were moved online overnight.
 
Working from home is the spur for change
 
Fast forward to 2021. In-person job interviews seem odd, verging on unthinkable. Certainly the huge advantages of safety (the original catalyst) but also convenience (for both sides), simplicity and speed have out trumped the formerly perceived benefits of the in-person interview.
Originally this was driven by the pandemic and lockdown rules but as these ease little seems to be changing. There has been no increase in requests for physical meetings despite relaxing of restrictions.
Meetings at less convenient times are easy as no one is kept waiting before a long commute home. Very busy people can find slots more readily. People who were formerly difficult to schedule for a meeting because they were at client sites in other locations (or even other countries) are now readily available to interview.  No one needs to find half a day free to trail into a London office.
It’s partly that the new world has opened everyone’s eyes to the advantages but mainly that overnight, video meetings were the only option. They are now the norm and people rapidly became very familiar with both the technology and the subtleties of the new medium.
Some management consulting firms made use of open evenings, especially for less senior appointments. The replication of this format is straightforward and enhanced by the potential to allow candidate anonymity while giving an informative and compelling presentation to a number of potential applicants. This could be coupled with a short one-to-one discussion afterwards.
 
Are there any downsides to virtual job interviews?
 
None proven as yet! There may be a backlash in months or years to come as mismatched staff and employers part company from each other, throwing the whole hiring model into question, but it seems unlikely.
 
Some recruiters, in particular, are still cautious and emphasising the difficulty of assessing the “chemistry” fit without the “real life” job interview. However, most would concede that they haven’t experienced any real problems yet! And of course, there are many examples of in-person chemistry fooling us or leading to poor decisions too.
 
Linked to this there has been no real evidence of wariness from candidates about job moves with a wholly virtual process.
 
Clearly, the level of commitment required from candidates to enter into a recruitment process is lower. This doesn’t seem to have led to an upsurge in “fishing expeditions”.  However, as candidate shortages bite there will be an increase in counter-offers. It may be that the lack of real drive to move will in some cases make these more successful. Set against this of course, is the opportunity for employers to engage with management consultancy candidates who might not otherwise have been prepared to meet. This can only be a positive development.
 
What do you need to know about virtual job interviews for management consulting jobs?
Over a year on both employers and applicants are very familiar with the potential perils of Zoom/Teams meetings. Like old-style interviews, both sides should keep the need to impress at “front of mind”.
 	Neither side would appear scruffy, or use a cluttered room, or be unprepared, or late “in real life”. Absolutely the same logic applies in virtual meetings. Smart casual is the expectation from both sides and T-shirts are still not acceptable!
 	Applicants need to consider how to make a favourable and memorable impression.  Video may mean the interviewer misses the physical cues that can help someone stay in people’s memory. For the right reasons of course.
 	Employers that might have relied on impressing because of swanky offices, even if subconsciously, need to ensure that the candidate experience still creates a great impact.
 	Many have still not got the hang of looking at the camera rather than the screen. This makes a huge difference to engagement.
The ease of meetings is a blessing and a curse. Thought should be given to negating any potential downside of the limitations of virtual meetings. This could perhaps involve more people and/or more meetings as part of the interview process. This would apply to both sides. The candidate should in turn feel comfortable asking for more meetings. Or even to meet more people if they feel they need to.
In this context, it’s important that both sides can see the potential culture and values fit. This may be easier with more people involved.
However, caution is needed to avoid adding complexity and extending timescales needlessly.
 
 A final physical opportunity before sealing the deal
Finally, consideration has to be given to a real face-to-face stage if it is clear this has genuine value! Perhaps pre-offer for both sides to have a final check? Perhaps post-offer to help “seal the deal” and see one or more real-life colleagues?
In summary, it took a global pandemic to effect a genuine paradigm shift in recruitment. The new model now looks like it’s here to stay.

### Women, COVID and Consulting
To what extent might the COVID-19 pandemic be a catalyst for progress or otherwise in gender diversity within the management consultancy sector?
It is widely accepted that greater diversity within an organisation is beneficial.
However, attracting and retaining women in management consulting roles is a continuing challenge for consultancy firms. There have been initiatives whose aim is to support women in the workplace and enable experienced women to return to work after a career break. However, the number of women in consulting firms has fallen in percentage terms over the last 20 years. They are particularly underrepresented in senior positions.
We have explored this topic in previous blogs and discussed the research carried out by Source Global in 2017 which identified two main factors which senior women required to remain in consulting:
 	More predictability around travel and workload
 	Greater access to flexible working and acceptance of this by clients
Because of COVID, almost overnight we saw our workplaces change dramatically as remote and flexible work arrangements have become widespread. Many employees have desired increased flexibility to work when, where, and how it suits them. Yet for many, this has not always been possible until now.
Consultancy firms have been reluctant in the past to embrace flexible working, perhaps because they feared it would not be welcomed by their clients. However, enforced changes in working practices during the pandemic have helped to dispel these reservations. It has been demonstrated that a more adaptable approach to working is possible.
A poll Prism conducted in July asked:
“if there is more remote working in the future than pre-pandemic, will gender diversity at senior levels in management consultancy increase?”
Sixty-three per cent of respondents said yes.
Clearly, there is far more to increasing gender diversity than flexible working, but as the Source Global research report showed, it is an important component.
Will working from home (WFH) be a step towards greater gender diversity in consulting firms?
There are many potential benefits in the workplace, for women and more generally:
 	A recent survey by the management consulting firm Eden McCallum found that female business leaders are more positive about the impact of remote working during the Covid-19 pandemic than men across all measures tested. Some of the biggest differences were on productivity, decision making and communication, raising questions about how previous workplace ‘norms’ may have been working in men’s favour in these areas.
 	The enforced period of working from home at the start of the pandemic and the subsequent guidance and restrictions have resulted in greater predictability. Video calls can be more time-efficient and contact with clients and colleagues is facilitated by technology. Short notice client meetings which in the past might have involved huge personal disruption can be accommodated with ease.
 	Juggling care for children and/or elderly dependents is forcing many in the workforce to work more flexibly. Employees at all levels in an organisation are in a similar boat, so there is shared acknowledgement of the benefits and challenges.
 	The 30% Club is a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels. Previously Co-Chair and now PwC Partner, Brenda Trenowden CBE, believes mass homeworking has prompted greater awareness of every employee’s domestic priorities. This can only be a good thing.
 	A new normal of working from home may result in the opening of the jobs market to those who have struggled previously for other reasons such as having different physical capabilities.  Allowing people to work from home has ‘made way’ for a more diverse workforce generally.
 	The evolution and success of remote working from home demonstrates to both clients and consulting firms that flexible working, and being outcome-focused, is effective.
All of this should, in theory, have a positive impact on diversity and inclusion in the long term. Catalyst  (a global non-profit whose aim is to help organisations to build workplaces that work for women) has long argued that Flexible Work Arrangements (FWAs) are the foundation of inclusive work culture and a central tool to achieve diversity, equity, and inclusion.
Despite the benefits, WFH is not a level playing field
Several studies of working parents’ lives during Covid-19 have shown that a disproportionate share of the burden of unpaid work in the home is still falling on women. Research by scientists from the universities of Oxford, Cambridge and Zurich during March and April 2020 revealed that working women in the UK undertook more childcare and home-schooling across all wage brackets, compared to men with similar earnings. Although this pattern is occurring regardless of income the impacts are variable and exacerbate existing inequalities. Furthermore, single parents may be particularly unfairly disadvantaged as they carry the full burden of work and domestic responsibilities.
A recent Eden McCallum survey  in January 2021 also found that women appear to be taking on more of the domestic workload (and yet remain more positive about remote working). The survey of business leaders found that about half of both genders say they are working longer professional hours, as well as doing more hours of domestic work.  However, when asked how the additional household burden was split between the partners, half of women believe they have picked up the lion’s share, while men are more likely to believe the load is split equally.  Women business leaders appear to be showing more resilience than men, remaining more positive through these challenging times while taking on more of the burden.
Other industry observers stress that even among full-time high-earning women who have so far maintained their careers while caring for children in the pandemic, many are increasingly concluding that the juggling act is unsustainable. “It’s a trend we’re seeing now, not three months ago,” says Allyson Zimmermann, a Zurich-based executive director at Catalyst  “One [major client] shared that she's seen senior women leaving because they just can't do it anymore... I am hearing more women are also going into part-time.”
This problem may be partly resolved now that schools have returned and it is again possible to employ childcare in the home, but the ability of women to successfully manage their career and motherhood will be significantly influenced by their ability or inclination to afford support.
McKinsey’s sixth annual ‘Women In The Workplace 2020’ report, in conjunction with LeanIn.Org was recently published. It is the largest comprehensive study of women in corporate America and this year focuses on how the pandemic has affected women at work, including the unique impact on women of different ethnicities, working mothers, women in senior leadership, and women with disabilities. Although the findings relate to the US, it is possible to extrapolate and see that the same difficulties may well apply elsewhere.
The report shows that as a result of the negative impact of Covid on job security, work-life balance and other pressures, more than one in four women are contemplating downshifting their careers or leaving the workforce completely.
However, for employees who do not have family commitments, will there be a feeling that there is too much flexibility available to those who do?  Care needs to be taken to ensure that support and flexible policies are available to all to avoid resentment.
The challenges of working from home
 
Lack of boundaries
The highly challenging circumstances of the Covid-19 crisis mean that many employees are having to adapt to new ways of doing their jobs. Both men and women feel like they are “always-on” now that the boundaries between work and home have evaporated. The greatest test has been the ability to disconnect from work. The pandemic has intensified challenges that women already face in the workplace. In particular, working mothers often work a double shift: a full day of work, followed by childcare and still shouldering a greater proportion of domestic tasks.
For a while, the support that made this even possible for women i.e. school and childcare were compromised and there remains the threat that these might be disrupted in future.
Lack of boundaries is a driver for increased stress levels and it is perhaps not surprising that a survey by Qualtrix showed that 44% of newly remote workers felt their mental health had been affected since the start of the pandemic.
It is difficult to strip out the stress related to working from home per se from overall anxiety caused by the pandemic. However, it is clear that employers who prioritise their workers’ mental health will gain an edge in the retention of both women and men in their organisation.
Training and development
It is also becoming increasingly clear that WFH is not universally welcomed: many miss the office environment and people at the earlier stages of their careers are deprived of many of the informal learning experiences that the office can provide, not to mention networking, whether that be social or professional related. Source Global Research who provide insights into the management consulting sector suggests that in consulting firms, the virtual delivery models developed in response to the pandemic may result in a compromise to the training and development pathways of junior consultants.
‘Allyship’ and network
McKinsey’s Women in the Workplace report stresses that an important component in supporting and retaining women in consultancy is allyship. This is a term more commonly used in the US, an ally being defined in this context as “any person that actively promotes and aspires to advance the culture of inclusion through intentional, positive and conscious efforts that benefit people as a whole”.
It is much more difficult to act as an advocate or a mentor for women (or indeed any other colleague) in a remote working environment. It is also more difficult to counter bias when working away from the office. The opportunity to collaborate with colleagues should also not be underestimated. PwC’s US Remote Work Survey published in June 2020 revealed that an important reason employees say they go into the office is to collaborate with other team members (50%). Difficulty collaborating was also identified as a key obstacle to productivity. To what extent the lack of opportunity to work alongside colleagues disproportionally disadvantages women, remains to be seen.
Furthermore, it is important that women ensure they are as good as men at making themselves and their achievements visible to leaders and decision-makers.
This is particularly relevant in relation to sales which is essential to career success for experienced management consultants. This is difficult to achieve without face to face contact and a good network, both difficult while WFH.
Returning to work after a career break
Larger consultancies such as the Big 4 and the major strategy firms run programmes to encourage women back into the workplace following career breaks. Although this might be made more difficult by remote onboarding and it can be hard for remote workers to adjust to the company’s culture, this should be relatively easy to overcome with planning and video conferencing. Organisations such as She Back has a Facebook group which provides support for returners and women on career breaks.
However, this support is not widely available and is difficult for smaller firms to offer. This makes returning after a career break more difficult for employees who do not have a large firm CV or who want to work for a smaller organisation.
Productivity
While on paper there are undoubted opportunities for productivity gains to be made with flexible working, an EY survey found that over 80% of respondents felt less productive WFH.
It is certainly the case that working from home without adequate childcare if required, especially when schools were closed or without holiday provision,  is very difficult and a burden that can disproportionately affect women.
There is inevitably conflicting data on this point and perhaps it is simply too early to gauge the impact: for example, a PwC report gives a much more ringing endorsement of the benefits.
This, therefore, demonstrates that it is very much dependent on personal circumstances and working styles.
Successfully managing flexible working
The majority of employees see the benefit of some degree of flexible working post-pandemic.  According to the McKinsey report, 70 per cent of employers think this shift in the way we work will allow them to increase diversity in their hiring. Furthermore, flexible working will open opportunities for existing employees, particularly mothers, caregivers, and people with disabilities. These employees will be able to take on or remain in jobs that previously would have been impossible or have required them to relocate, travel extensively, or manage a long commute.
However for flexible working to benefit gender diversity long term, firms should look for ways to re-establish clear work-life boundaries. For many, this may require setting new work norms: for example, establishing set hours for meetings, policies for responding to emails outside core business hours, and improving communication about work hours and availability within teams. Companies could also encourage employees to set their own boundaries and take full advantage of flexible work options and support them in this. This support should be demonstrated by senior management applying flexibility to their own working practices to lead from the front and set the tone for other staff.
Greater gender diversity post-pandemic?
The important question is this: will flexible working emerge as a widespread new normal when the current crisis is over, or will management consultancy firms return to pre Covid policies? To what extent will this help with the two main factors, predictability and flexibility, which deter women from continuing their career in consultancy?
The hope is that organisations will finally shift to embedding flexibility as a cultural norm for all. Such a move could not only be tremendously beneficial for women’s advancement but also be a positive move to a better work-life balance for everyone in an industry which is notorious for long hours and significant travel. Overall, management consultancy would be a much more attractive sector in which to work, especially for those in the childcare and family brackets.
Certainly, Eden McCallum’s survey of its independent consultants in April-May 2020 indicates this will be the case.  Those surveyed generally agreed that the crisis has introduced new ways of working that will continue on a permanent basis: 87% said that they expect increased use of VC for meetings and workshops; 85% expect increased remote team working; two-thirds expect to spend fewer days on client sites and a similar number anticipate a decrease in international travel. Women are more likely to believe there will be more permanent changes, particularly increased remote team working.
Forward-thinking management consultancy firms can capitalise on this.
While large consultancies may have the resources to devote to this challenge, smaller and medium-sized firms, who often feel disadvantaged by their size when recruiting, can seize the opportunity to level the playing field and attract top talent because of their greater agility, the flexibility of working and often superior employee satisfaction.

### Hiring best practice: the importance of great Candidate Experience
Management consultancy firms should give as much consideration to rejected candidates as those they offer jobs to.
Many of my friends, former colleagues and contacts are at an age where their youngsters are entering the job market and are often appalled by  the poor way they are treated by potential employers. Some of those offspring graduating this year are applying to management consultancy firms. What is clear is how polarised these experiences are: usually bad but one or two beacons of hope.
More than one of the “Big 4” management consultancy firms boasts that they have over 30,000 graduate applicants in any one year. You would think that they would be more careful about these potential ambassadors for their company. Offering someone an interview and then changing their mind because “The team have been very fortunate to have received such a high volume of applications” is simply not acceptable. Meanwhile, any adherence to the published recruitment timetable was abandoned long ago and even now a friend’s son is “in a que [sic] of candidates, should an opportunity to interview become available”.
This can be contrasted with the same applicant’s experience at McKinsey: personal coaching for all shortlisted candidates and a well-run and efficient process. The fact that he wasn’t a successful candidate is irrelevant, he was left with an overwhelmingly positive experience.
Graduate recruitment is a notoriously time consuming process, but many of the new graduates of today will be applying for senior positions in a few years’ time.  It is therefore important for management consultancy firms to ensure they manage the candidate experience well or applicants will be much less likely to apply again. An ill treated candidate is much more likely to tell the marketplace about their negative experiences, and since culture is such a crucial factor in employer attractiveness  it could deter top talent from applying to a particular company in the future.
The same problems also occur when hiring at more senior levels, despite the current challenge of talent shortage management consultancy firms are experiencing and therefore competition for the best candidates. Again, the experience of my business and of other people I speak to as candidates and recruiters is too often negative.
What makes a bad candidate experience?
A survey carried out by CareerBuilder identified the five most frequently encountered frustrations:
 	An employer not giving candidates a decision after the interview
 	Finding out during the interview that the job advertisement is inaccurate
 	Interviewer not presenting a positive work experience
 	Company representative didn't seem to be knowledgeable
 	Employer not acknowledging the receipt of an application
And from our own management consultancy survey
1) Feedback and responding. Overwhelmingly and by far the most frequent  comments related to the lack of response from employers to applications and lack of  feedback.
2) Improve advertisement and job requirements: comments about  wasted time on both sides
3) Real jobs. There was concern about inactive and already filled jobs as well as start/stop hiring: “only advertise real jobs, don’t  fish!”.
4) Process and communication There was frequent reference to the speed of processes, delays in response and lack of communication.
5) Inclusivity and flexibility There were frustrations about apparent rigid and  “unrealistic” requirements
6) Personal touch. It was clear from many comments that applicants found impersonal management consultancy recruitment processes very  frustrating.
How should a management consultancy firm ensure a good candidate experience?
1. Always keep applicants informed during the process and acknowledge all applications. Don’t wait weeks to send them a rejection letter, if at all.
2. If you don’t intend to hire someone, let them know as soon as possible. This can be done via a recruitment agency if you are using one. Be direct, but positive.
3. Ensure every candidate (particularly those not successful) is a positive ambassador for your organization. Candidates will talk about their interviewing experiences whether you like it or not. With all pervasive social media and sites such as Glassdoor, the feedback applicants give about your company will influence those who might apply. Treat all candidates such that they will want to work for your company, even if they are unsuccessful.
4. Treat all candidate referrals with great care regardless of whether you hire them. Where there is one referral, there are potentially several more. The first recommendation may not be suitable, but unless the first candidate has a good experience future referrals are unlikely. The referrer will have a sense of responsibility. This is important because according to a survey by Prism Executive Recruitment small and medium sized management consultancy firms cite referrals as one of the most successful sources of talent.
5. Don’t leave a candidate on “indefinite hold” for any reason. Never leave a candidate hanging while you wait for a better one to come along.
6. Don't put candidates off with an elaborate and time consuming application process. For example in addition to requiring a CV,  summaries of why a candidate’s experiences is relevant, followed by an online Test. Especially if the latter rejects the candidate instantly.
7. Finally, if you decide to hire the candidate, stay in frequent contact with them  until the formal offer is extended. Not least, this ensures you are in the best position to deal with a candidate with multiple offers or tempted by a counter offer from their current firm.
For more information on how Prism Executive Recruitment can assist you in your management consultancy recruitment, please visit our client services and candidate services pages.

### Prism’s Guide to Recruitment Methods in Management Consultancy
Within any organisation the leadership team and hiring managers can find themselves being advised about recruitment by internal staff with their own opinions which are sometimes in conflict with what are really the best methods to find, attract and hire top talent.
There are only really four main routes to hiring staff.  Here’s a brief summary of the pros and cons:
Your own networks and those of your staff.
The pluses are that the hiring is free or low cost and often brings candidates who are “known quantities”. They may perhaps not be active in the job market. They may be easier to attract because they know you.
A  downside is that it could distract your fee earning staff. Also it can be difficult to find consultants with new skill areas or profiles as typically your staff will mainly know similar people to themselves. It can also be very difficult to find diverse candidates via this route and the risk is that the culture is very homogeneous. As you grow you are increasingly reliant upon ever extended networks with the relevance and perhaps quality of candidate inevitably diminishing. Formal employee referral programmes, often the next step, don’t change this.
Companies that remain small sometimes do so because they use up their networks but don’t want to use other methods.
“In house” recruitment
This can cover everything from asking an over stretched HR manager to put some advertisements  on a website through to hiring recruitment staff to find candidates for you. On the face of it there is a clear advantage of cost i.e. an internal recruitment consultant might potentially save many times their salary in recruitment agency fees. The internal recruiter should also benefit from deep company knowledge. This can help them identify and approach the right candidates and then enable them to inform the candidate about your company and the opportunity. Also with the power of the internet and LinkedIn there is quite obviously now a direct route to candidates so identifying and approaching them is much easier.
The disadvantage is that like any other hire your recruiter is a fixed cost so you have to be confident of a sustained volume of hiring to justify them. You could consider a freelancer but while there are lots of them about very, very few understand the genuine complexities of the management consultancy market and it will take them a long time to get up to speed. Like any other hires there is risk and in this case the result of getting a poor recruitment person could be that your hiring of key personnel is trashed at a critical time. Another difficulty is that LinkedIn simply isn’t your own ready-made candidate database: everyone uses it! So lots of high demand candidates are becoming increasingly resistant to approaches. A key consideration is brand: if you have a good employment brand amongst your target population life is easier. If you are less well known or perhaps are not seen as a consultancy brand why would you expect candidates to apply to advertisements or be receptive to your approaches. Finally, given limited hours in the day, inevitably the recruiter will concentrate on the easier to fill vacancies and not necessarily those that are the highest business priority.
In house recruitment has a key role to play but it’s not the only answer. They are often very good at the lower, volume end of hiring and less good at senior or more specialist roles. They are usually good at finding active job seekers who are responding to advertisements but less good at targeting the more passive talent.
Recruitment Outsourcing
This means getting a third party company to do all your hiring.  While many will be familiar with the pros and cons of outsourcing, in this case bear in mind the service is finding and engaging people, which is different from many other forms of outsourcing.
Many of the arguments I’ve just mentioned about in house recruiters still hold true with the advantage of scalability (depending on the contract).  For this reason it can be a good option with lower level and easy to fill appointments but not more senior or specialist roles. By way of example Prism have in the past worked with several blue chip names who have outsourced their hiring but have still had to come to us because their provider can’t fill the jobs.
External recruitment providers i.e. agencies and headhunters
A good executive recruitment firm who specialises in the consultancy market will probably have access to more candidates than most management consultancy firms could ever hope to.  Their job, day in day out, year in year out is finding candidates.  In each executive recruitment firm it’s undertaken done by a number of recruitment consultants working for many clients with many different shapes and sizes of requirement and involves considerable numbers of candidates. As an example Prism has a huge database of qualified and interviewed candidates going back over 20 years. Our consultants have over 15000 direct LinkedIn connections. We have advertising contracts across numerous job sites. We subscribe to online candidate databases. We are known and trusted in the market by people we might be approaching.
Logically,  if you are relying exclusively upon other methods you are not accessing the best candidates.
As well as finding candidates a good consultancy recruitment agency can help you with your recruitment process and with your attraction messages, if you let them. They can be objective. They understand the market outside your firm.  They can overcome your lack of brand. They can often be very quick. They can be extremely motivated and hardworking. Don’t forget too that external recruiters are a flexible resource: if you have no vacancies then they don’t cost anything!
There are downsides.  Cost is the main one: recruitment agency fees can add up and be a burden on a small expanding firm.  But don’t forget you often pay relatively little or nothing up front until you have someone on board at which point their fees to clients should immediately produce a good ROI.
The other problem can be the quality of the recruiter or their service. But you don’t have to use poor recruiters or get poor service. There is no shortage of choice. Also instead of trying to get their fees as low as possible and then wondering why the agency isn’t delivering you could try paying a level of fee that enables you to attract good recruiters and then consider using them exclusively or paying them small retainers to make sure they are really focussed on filling your jobs and not everyone else’s.
There is a role for all the methods mentioned above and great advantages to firms of a blended and hybrid approach to get the best people AND to keep an eye on costs.
 
 

### Management Consultancy Job Search Survey
Overview
Summary
Active vs Passive job seekers
Why are management consultants seeking a new role?
How consultants find a job
What do management consultants look for when considering a role?
How do consultants find smaller employers?
The impact of Covid
How can employers help themselves attract candidates?
Appendix: Respondent Comments
 
Overview
In December 2020 and January 2021 Prism Executive Recruitment canvassed over 3,500 experienced management consultants with a short questionnaire. There was also an opportunity for respondents to provide commentary on their experiences and opinions.
Most of the respondents had over 10 years of total experience and over 80% have been permanently employed as a management consultant within the last 5 years.
 
Summary 
 	88% of respondents were potentially interested in a job move.
 	The key reason active job seekers were looking was redundancy. For more passive respondents it was equally split between “seeking a new challenge” and “seeking a salary increase”.
 	73% cited their own network as a primary channel for identifying job opportunities. This was particularly relevant to more experienced and senior consultants.
 	Applications to job sites was another key job search channel as well as “await head-hunter or LinkedIn approaches”.
 	“Job responsibilities and scope” was the primary consideration for respondents when seeking a new role.
 	“Base salary/Salary package” was the next priority with “people/culture/employer’s values” also important.
 	85% want post-Covid work flexibility to work from home with only 5% preferring “to go into the office or client site every day”.
 	75% felt that a legacy of home working during the pandemic would be better work/life balance for consultants in future.
Here is a PDF version of the report. 
Active vs Passive job seekers
There is always much discussion about the mind-set of career-minded employees with LinkedIn in particular maintaining that most people are willing to entertain a move and also our own related commentary on the subject.
Of the participants, only 12% said they were not interested in a job move. This is very similar to the figure presented by LinkedIn.
Of the remainder, 39% described themselves as “active job seekers” while 50% identified as “not actively looking” but interested in a headhunt approach or occasionally applied to job advertisements.
These figures are almost identical to those in our 2018 survey.
This may seem unsurprising given they are management consultants known to an Executive Recruitment firm! However, it should be emphasised that the people selected to receive the survey were in contact with Prism across 10 years or more, of which recent candidate “registrations” are a very small minority. There will, of course, be respondent bias i.e. active job seekers will be more likely to respond to a job search survey.
For an individual concerned to maximise career opportunities keeping a watching eye on the job market and having receptiveness to headhunt approaches is a wise strategy. Indeed, it is axiomatic that sometimes the best time for a job move is BEFORE the point at which one becomes sufficiently unhappy to start actively looking for a role.
For employers and recruiters, it highlights the need to “accentuate the positive” when seeking to attract this large proportion of the potential candidate population i.e. to ensure there are specific hooks to attract applicants.
It also shows the importance of keeping a semi-active dialogue with potential future hires so that they are warm to an approach when there is a job that might interest them and before they are “active” and therefore considering multiple options. It also lends emphasis to the importance of a positive candidate experience, to which we will return later.
 
Why are management consultants seeking a new role?
The drivers for active job seekers and passive candidates are different, as one might expect.
For active job seekers, 36% of respondents had been made redundant or otherwise agreed an employer departure. This is not as bleak as it sounds as some of these people were likely to have been ready for a move, with many also citing “seeking a new challenge” and “limited career prospects” as reasons. In fact, of the total survey response, only 14% cited “made redundant/agreed departure” as the main reason for their job search.
For passive candidates “seeking a new challenge” was also a key driver but for this group, an equally important consideration was “seeking a salary increase”. “Limited career prospects” and “discomfort with culture” were also flagged as key motivations.
There were also stark differences depending on where people were in their career.
For active job seekers at earlier stages of their careers i.e. <10 years “seeking a new challenge” and “not getting interesting work” were key reasons for the job search. However, for passive candidates in this cohort, the overwhelming driver was salary progression.
For more experienced consultants, at the mid-stages of their career i.e. 10-20 years’ experience, active job seekers were driven by “discomfort with the firm’s culture” with “seeking a new challenge” and “limited career prospects” also key considerations. For passive candidates, the overwhelming driver was once again “seeking a salary increase”.
With the most experienced consultants, the primary motivation for active job seekers to find a job is because they have “been made redundant/agreed departure”.  This may indicate ageism, but the reality is this group comprises the highest costs for employers.  For passive senior candidates, the potential motivations for a move were spread across a range of concerns.
How consultants find a job
 
The main route by which all management consultants job search is their own network and this is especially true of the most experienced consultants. Overall, 73% cited it as one of their main channels.
Direct applications to employers via job sites and LinkedIn are also key channels, especially favoured (for obvious reasons) by active job seekers. Our previous survey confirmed the dominance of LinkedIn as a job board with over 80% applying to roles via this route.
Whilst the importance of direct employer/candidate recruitment channels is clear, consultants also consider recruitment agencies a key part of their job search strategy, across all levels of consultant experience and seniority. Both passive and active jobseekers use “head-hunter or LinkedIn approaches” as a key source of job leads while many apply to “jobs advertised by agencies” and/or register with agencies.
Also, many executives view a long term relationship with a recruiter as part of their “network”, confirmed by several comments to that effect.
Applications via employers’ own websites were one of the less popular routes perhaps because they are rarely “user friendly”, compared with the ease of other application channels. Respondents commented on the need to replicate information that was already on the CV as well as the uncertainty regarding whether the job on the website was actually live.
From an applicant’s perspective, it confirms the long-held belief that the best route to a new job might be the network but that a hybrid approach involving recruiters and direct approaches is essential, albeit time-consuming.
For employers, the response emphasises the importance of encouraging employees to refer to good quality contacts. It also suggests a hybrid approach, that recognises that both active and passive job seekers could come via several different channels, is essential. Finally, it also highlights the often wasted opportunity of the employers’ own website as a recruitment channel.
 
What do management consultants look for when considering a role?
Respondents were asked to identify the single MOST important factor in a new role and in a follow up question, to select other high priority considerations.
 
The headline figures are that the most important factor is “job responsibilities and scope”, with “base salary/salary package” a close second, while “people/culture/employer’s values” was third.
However, dig into the data and there re some stark differences in priorities.
For <10 years “base salary/salary package” is the primary consideration with “career prospects” also key.
For 10-20 years experience “People/culture/employer’s values” is the most important, with “base salary/salary package” second and “job responsibilities and scope” close behind.
Finally, for the most experienced consultants, with >20 years’ experience, “job responsibilities and scope” are key, followed by “base salary/salary package”. “Career prospects” are hardly mentioned by this group.
Other less important considerations on potential applicants “most important” list are “brand”, “size of the employer” and “job security”. This is perhaps surprising given the economic gloom but certainly reassuring for SME firms. Historically smaller employers might have been seen as riskier by potential hires, but this appears less of consideration now.
Respondents were also asked about other priority considerations and “work/life balance” was mentioned by 44%: The top considerations above this were “base salary/salary package”, “People/culture/employer’s values” and “job responsibilities and scope”, echoing the previous question.
Pointers for employers:
 	salary and package are a key consideration. The scope to attract candidates by appealing to other motivations is limited if this is not right. (As a separate point a frustration noted by many respondents was the lack of salary information when replying to advertisements).
 	the message to take to the job market should be influenced by the seniority and experience level of the individual you are seeking to attract.
How do consultants find smaller employers?
 The “Big 4” and other major brands employ large numbers of management consultants and often offer excellent training, experience and careers. As a result, they are well known to management consultants who might be considering a career move.
However many consultants are attracted by the opportunities available in smaller organisations. However, these are less well known so the survey asked the question “how would you find [these employers]?
 
“Own network” was again the primary route cited by 70% of respondents.  The second was “own research” while the use of a “recruitment agency” to draw attention to lesser-known organisations is cited by 50% of respondents and is clearly a key factor in potential applicants’ job search strategy.
The relative unimportance of “job advertisements”, cited by only 34%, was notable and is perhaps because consultants would be less likely to apply to job advertisements if they were unfamiliar with the employer.
Prism’s previous research has suggested that smaller firms are concerned that being a relatively unknown name was a hindrance in recruitment. This survey confirms that a hybrid approach, employing several channels, is likely to be most effective and should include the option of using recruiters to be brand ambassadors.
It also suggests that profile-raising, through thought leadership and other initiatives which firms would be doing as part of their marketing to attract clients, will have the additional benefit of improving brand awareness with potential employees.
The impact of Covid
 
The survey asked several questions relating to the impact of Covid and related considerations.
Some employers believe that the disruption has meant many potential candidates are not in the job market but our results show that is not the case.
49% of respondents said that Covid and the associated disruption have made no difference to their interest in a job move, with 29% saying it made a move more likely and 22% less likely. As mentioned only 12% were “not interested in a job move” at all.
Consultants who were less likely to seek a new job selected “there aren’t many jobs around” as the primary reason for not moving while concerns that “a new role/employer may be less secure” also featured highly.  A “wholly virtual interview process” was only mentioned as a concern by 5% of applicants suggesting a high level of comfort with Zoom and Teams based processes.
As expected, the “more likely” to look respondents mainly cited “not working/redundant” or “concerned about job security” as the main factors.
One of the most striking concerned people’s preferred work style post-Covid, especially Working From Home (WFH).
Even before the pandemic, there was much debate at firms’ leadership levels about the future of the consultancy work and the need to get the right balance across sometimes conflicting business, client and people requirements.
Our survey shows consultants very evenly split with 41% wanting to be at clients or the office most days and 44% wishing to be at home most days. Only 5% wanted to go into the office or client every day and these were mainly less senior consultants with <10 years’ experience.
 
71% of respondents expressed optimism that the WFH legacy of the pandemic will be better work/life balance for consultants.
For some employers accommodating these preferences would require a big adjustment. Many will struggle with the conflicting need to mentor and train less experienced staff, foster the right culture and values and accommodate remote working (both at home and client).
Few people (only 11% and they were mainly respondents with >20 years’ experience) wanted to work from home all the time. Indeed, there has been much debate and analysis of the negative impact for many of home working.
It was notable that 44% of respondents preferring “working from home most days” cited the importance of “people/culture” as the second most important factor in deciding on a new job. An indication perhaps of the challenges facing employers in reconciling apparently conflicting requirements.
 
 
How can employers help themselves attract candidates?
 
The survey asked the question: “how could employers improve your job search experience?”. This was an optional field but over half of respondents added comments, perhaps indicating the depth of feeling on this subject (see Appendix).
1. Feedback and responding
Overwhelmingly and by far the most frequent comments related to the lack of response from employers to applications and lack of feedback. There was recognition of the increase in candidate volumes but concern that applicants were not being treated well. Many responses summarised by one comment “Take the time to respond even if it's a 'no'.”. There were also many comments, possibly unrealistic, regarding more feedback during the recruitment process and giving reasons for rejection.  A further observation: “How people representing the firm behave reflects on the firm; if its poor during recruitment its likely to be poor during employment”. 
2. Improve advertisement and job requirements
Varied comments with especial concerns at a lack of salary details leading to wasted time on both sides and lack of clarity on “essential” and “nice to have” experience. Also “candidate requirements” reading like a shopping list of unrealistic or irrelevant criteria. Many commented on the need for more information around the scope and responsibilities of the job role, culture and work-life balance. “Prepare meaningful job descriptions; avoid wish lists, be clear about total package…” There were also comments around perceived lack of transparency. 
3. Real jobs
There was concern about inactive and filled jobs as well as start/stop hiring: “only advertise real jobs, don’t use the Covid crisis to fish!”. “Much time spent on getting to final stage only to hear that role has been deferred, cancelled or offered internally”
4. Process and communication
There was frequent reference to the speed and ease of application processes, delays in response and lack of communication. Employers should be “Responding to applications faster and keeping candidates up to date on the process”. Respondents also mentioned the desire for clarity around the recruitment process and the stages of the interview. Generally, there was a desire for improved and timely communication and bemoaning of automated recruitment processes and generic responses. "Transactional recruitment processes tell you something in advance about the type of employer they're likely to be and the way they view their employees.”
 
5. Inclusivity and flexibility
There were frustrations about apparent rigid and “unrealistic” requirements and particularly “bias” against applicants with freelance experience and older candidates. “They should be less ageist and really value experience instead of playing lip service to it”. “Consultancies continue to be very narrow-minded in their search for talent”
 
6. Personal touch
It was clear from many comments that applicants found the increasingly impersonal nature of websites, Applicant Tracking Systems (ATS), perceived automated applicant screening and the recruitment process frustrating. Many frequently expressed sentiments were summarised in a comment suggesting employers improve “By being more human”. 
 
Addressing some or all of these points presents a great opportunity for enlightened employers to take a lead over their competitors. This is particularly relevant for smaller firms that can demonstrate their more human scale and concern for the individual than would ever be possible for the behemoths!
 
If you would like to discuss any of the above please contact Chris Sale Managing Director, Prism Executive Recruitment at csale@prismrec.co.uk. For more information on our services please visit prismrecruitment.co.uk
 
 
 
---------------------------------------------------------------------------------
Appendix: Respondent Comments
 
 
Over half the respondents took time to make comments about improving their job search experience, or more generally about the market.
While we have incorporated some of the key themes into the report, we felt this was too interesting a resource to leave untapped!
Here is a selection of other typical and/or interesting comments, as provided by respondents.
 
 
Advertisements and application
 “remove filled roles”
“Career portals are impersonal, require all cv details to be inserted into every portal”
“Friendly user webpages without a time-consuming requirement for fill information that sometimes is not relevant at all for the role”
“some sites are truly terrible and give a very poor impression of the employer's technical capabilities”
“Only look when there is need to recruit don't use recruitment to test the market”
“Remove old roles”
“stop insisting on entire cv having to be recreated in forms on the employers website”
“advertise precise job specs describing what the job is really about”
“Be honest about what they are looking for”
“Be more specific about roles”
“Clarity upfront on expectations on person profile sought”
“Be more honest about role criteria”
“Having confirmed vacancies not posts that vanish. Being clear about what they want. Considering candidates capabilities not a tick list that must be exactly matched”
“More accurate and concise job descriptions” 
“being specific on requirements and not putting every requirement known to the world for a role.”
“improve quality of role specification/description”
 
 
Response to applications
 “Always reply, don’t just ignore”
“Answering applications. Even an automated rejection email would be better than silence. I think this could be done with the help of a simple IT solution without much expense but would increase the applicant’s experience.”
"Be courteous enough to respond even if negative” 
“More timely response to applications, or any response at all.”
“Respond to applications... Applicants have memories, and might be future prospective clients..”
“Just hate the...if we don’t get back to you in the next 14 days consider that you haven’t got the job.”
 
 
Feedback to applicants
 “Better feedback on CV when rejected”
“By providing constructive feedback”
“By responding and explaining why I wasn’t a close fit”
“Increase transparency and feedback”
“provide honest feedback rather than hiding behind process or worse failing to respond to emails or phone calls to obtain an update”
“Provide feedback when unsuccessful”
 
 
Process
“1. Being transparent 2. Having integrity 3. Acting like and treating candidates like adults”
“too many roles seem 'auto' sorted these days with no feedback”
“Be quick in their responses, leaving an applicant waiting means the applicant may look elsewhere (different company and recruiter) and become less interested in the role”
“Behaving better; recruitment is a two-way process but too many fail to see that. It's the simple things like curtesy, openness and transparency.”
“By actually engaging with candidates.”
“Communication, no ghosting.”
“Don't rely on automatic CV filtering”
“Eliminate automated application and candidate selection systems; revert to a 'real' people based recruitment process”
“CV checking bots checking CVs for keywords is not the way to select people for interview”
“Focus on candidate experience”
“Have experienced managers involved in the process rather than junior HR or agency staff who know nothing about the consultancy business model”
“Keep the selection process short and make it quick.”
“Reduce the endless impersonal self serve HR processes. We value our people so much we use the cheapest possible Process !!!”
“focusing on the experience as much as process given this is an introduction to the firm.”
“Speed up of the process! If you are first to reach out, and then are too slow to follow through, other people start getting the CV!”
“Employers need to ensure that they are going to hire.  Much time spent on getting to the final stage only to hear that role has been deferred, cancelled or offered internally. Overall but 3 companies have lost me as a customer or potential employee because of their hiring behaviour.”
“Recruitment processes are still so slow, they haven't gone agile at all”
 
 
 
Salary and package
 “Be more transparent around salaries and package at time of application”
“By adding salary package details”
“Ensure salary/compensation range is clearly positioned upfront to avoid misalignment of expectations from the outset”
“Increased transparency on the roles and expected salary package”
“if there are no salary details it’s difficult to decide whether an application is worthwhile or not.”
 
 
The personal touch
 “Very sceptical about ATS effectiveness. I think this might have negatively impacted the quality of the selection process;”
“Applicants need a human touch now, more than ever.”
“The experience with recruitment consultants has become commoditised and lacks any personal interaction, especially when having to deal with young inexperienced recruitment consultants”
 
 
Other
 “I am seeing many employers/roles where a search is started and then frozen - this is a waste of everyone’s time”
“Generally the recruitment industry is developing a very poor reputation in terms of working with candidates. Phone calls don't happen. No information or feedback. You can see many posts on social media on this.”
“I think it is a myth that WFH has created better home/work balance - there are more 'blursdays'”
“Main benefit is Hybrid working, say 2-3 days WFH a week..much better for all”
“Ageism is rife”
“It is much harder to assess a business culture and integrate after obtaining the role remotely. Business need to think through how to adapt accordingly”
“I will only work for employers with good flexibility from now on”
“I am increasingly hearing murmurs that WFH will lead to lower pay increases”
“While the nature of work is visibly changing ('remote' and WfH being most prominent parts of a 'new normal, but there's also a visible change in collaboration, deliverables and more) - there is little change, if any, in talent management and recruitment practices. Both employers and recruiters are slow to adopt this domain.”
“It appears remuneration packages have reduced”
“People are dropping a level in seniority and salary to secure roles”
“Employers have taken COVID as a way to cut salaries often to rates below an acceptable remuneration for the seniority level and work involved”
“Employers have the opportunity to hire over-experienced individuals at a cheaper cost than before.”
“Current market conditions are the toughest ever”
“The market is dead”
“I’m surprised at how healthy the market is”
“Smaller consultancies will get an edge in this era of the pandemic. Agility and speed of movement will be the decisive factor in the new job search.”
“CoVid and IR35 together have all but wiped out the market for well paid, senior independent professionals in consulting”
“Bigger market than ever for freelancers”
“Covid has created a toxic work environment where home working is taken advantage of to create a 24/7 working culture, roles are slashed so increasing pressure on those remaining and many roles advertised are to replace the people the employers have burned out doing this.”

### Management consultant recruitment: a guide to success for smaller consultancies
The ability to attract, hire and retain staff is one of the most critical factors in any management consulting firm’s success.
A smaller, growing consultancy firm, without a Big Name draw, will often find itself in a constant battle to hire consulting talent. This is time consuming for key senior staff, inhibits growth and saps profits.
The firm’s assumption can often be that this is an inevitable ongoing challenge. While this is an understandable conclusion, it is not in fact true. Nevertheless it is a mind-set that can prevent an objective look at the real reasons for failing to find the right talent.
What are the key success factors in hiring management consultants?
Clear employee brand and value proposition
It may be obvious to the founders and early employees why their new company is great but this may not be conveyed to potential applicants. Time needs to be spent clearly defining attractive and resonant messages to communicate these to the relevant candidate market. How do you differentiate? Why would someone want to work for you? Where’s the career progression and development? What are the firm’s culture and values? Much of this should be tied in with the leaders’ vision and goals for the firm.
Clear and consistent candidate profile
Small management consultancy firms often prioritise team fit over experience and track record: the result can be illogical hires. This may bring unexpected left field talent but more often means employees whose capabilities are unproven, some of whom inevitably either can’t do the job or will take a lot of leadership time to get on track. Because these employees are great in the team it might take time to recognise this, if ever, and traumatic to rectify.
A management consultancy firm needs to have a clearly defined candidate spec. This should be flexible enough to recognise that perfect candidates don’t exist but narrow enough to reduce the risk of mistakes.
Realistic expectations
The other vice is the reverse: seeking candidates in the mould of the founders, or one or two successful early hires. Inevitably smaller management consultancy firms will feel the stakes are high and fear the damaging effects of a mistake but can end up too risk averse. Too narrow a spec can scupper growth ambition and a firm’s diversity. Many firms shrug their shoulders and view this as a badge of honour, a reflection of their exacting standards, the fickle market or inept recruiters. When actually it’s an excuse for failure to hire and acts as a brake on success.
Excellent process for hiring management consultants
Unless a candidate already knows how wonderful an employer is (perhaps because they come via the network) their only impression of a prospective employer is the people they meet, the way they present the role and the firm and how they are treated in the process. The process in particular is sometimes a weak link because senior hiring decision makers inevitably have many demands on their time: “candidates have to understand that clients are our top priority”. It doesn’t have to be one or the other! Arguably the candidate experience should always actually be top priority (because of the knock-on impact of getting the best hires) and this should be agreed across the leadership team. A poor candidate experience will have a clear and material impact on a firm's ability to hire.
Competitive salary or package
The early hires and founders may be willing to start on salaries below market rate but once the firm becomes more established the question to be asked is perhaps the reverse: should a small, “risky”, non-branded firm pay above the market rate to attract good people? Many management consultancy firms will be wary of bribing candidates to accept an offer. However sometimes the difference between an offer that can be perceived with a measure of coolness and one that might be viewed positively can be as little as 5%. If that  tweak to the offer is not possible what could be part of the package (in the broadest sense) to compensate? A more generous bonus? Equity? Work/life balance? Other benefits?
A good candidate pipeline: volume
Firms always underestimate how time-consuming building a pipeline can be. Or how many candidates they need to be putting into the hopper to produce successful hires and compensate for any attrition. Also growing the team by 25% requires massively more effort when you are 25 employees than it did when you were 5! Combined with the understandable wish to focus on clients and reluctance to hire without a project to put employees on this leads to stop/start and sporadic hiring.
Recruitment needs focus, consistency and effort and that can only come from either hiring someone to do it, or outsourcing i.e. using specialist management consultancy recruitment agencies, or ideally a blended approach of both.
A good candidate pipeline: quality of management consultant talent
When firms fail to find the right quality of candidate it is tempting for them to assume that the problem is down to their own expectations or the market. The much quoted “war for talent”. While both expectation and market can indeed be a problem, it is more usual that the firm is too narrow in its use of sourcing or candidate acquisition methods and routes. The most common example might be to employ an inexperienced (i.e. lower cost) internal recruiter whose main focus is LinkedIn approaches. There is nothing wrong with using LinkedIn to find management consultants, but it should be merely one of a variety of different routes.  The broader and more extensive these are then the greater the firm’s reach in the market and the greater the numbers of first-rate consulting candidates they can access.
Sensible cost benefit analysis: strategic use of agencies
Strangely, given this is bread and butter with their clients, management consultancies often overlook the cost benefit analysis. I mean, of course, recruitment agency fees, which firms will go to considerable lengths to avoid despite the pain it may cause them. There are many reasons for keeping Cost Per Hire low. However, the simple fact is that if an agency candidate is hired and goes on a project their margin will cover the fee fairly swiftly.  Especially if they replace an Associate! Or at a senior level they may sell work.
Whereas a delay in hiring, to avoid using an agency, may involve paying Associate rates or possibly no revenue. If there is a better candidate without a fee then of course the profits are higher but in many cases there isn’t such an individual available. So not using a specialist management recruitment agency will simply mean there isn’t a permanent employee to staff a project or grow the business which is a hit on both revenue and profit.
 
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or chris.sale@prismrec.co.uk

### Is The Millennial Generation A Problem Or An Opportunity?
The Millennial Generation get a bad press.
According to recruiters and employers Millennials are a nightmare to manage and show no loyalty.
A Samsung survey suggests that members of the Millennial Generation expect to have 10 or more jobs during their careers.
Is there any truth in this stereotype?
A hiring survey conducted by Prism Executive Recruitment which focussed in particular on small and medium sized management consultancy firms identified the hiring and retention of Millennials as ‘very challenging’ or a ‘critical concern’.
Millennials, or Generation Y, are defined as those between the ages 18 to 34 will account for 75% of the workforce by 2025 but rather than being motivated exclusively by money, according to Deloitte, Millennials want to work at organizations that focus on purpose, not just profit. 
What do the surveys say about Millennials ?
They have high expectations
Millennials were raised on high expectations and thus have grown into adults who have high expectations of themselves and others, both in work and in life. The Millennial considers opportunities for career progression to be the most attractive employer trait. Female Millennials in particular seek out employers with a strong record on equality and diversity.
Work Life Balance and happiness is essential
Millennials are unconvinced that the excessive work demands older workers have taken for granted are worth the sacrifices to their personal life. Consequently, they expect organisations to recognise work-life balance and flexibility across the talent pool.
Global experience (both in work and play)
Demand for international mobility is high. According to PwC’s Millennials Survey, 66% of this cohort believe international experience is crucial for furthering their careers.
Furthermore, global exploration is seen as a rite of passage. One mid-sized consultancy firm commented that “They have the travel bug – the firm doesn’t even bother to try to hire this age range now. They have no work ethic.” Whilst the work ethic comment may be harsh, in an effort to address this problem some firms now offer sabbaticals.
Social Impact is important
Millennials aim to find a job that makes them happy and fulfils a desire to have a positive social impact. Where other generations may have considered their careers at odds with their idealistic ambitions, Millennials truly believe they can shape the world in which they live, through their work.
PwC's Millennials survey found the majority (58%) seek employers whose corporate responsibility behaviour matches their own ethical standards.
Why does this matter ?
Baby Boomers (currently aged 52 plus) are retiring and will continue to retire in record numbers. As they exit the workforce, there are not enough Generation X workers (born early 60s to mid 70s) to take their place. Consequently Millennials will be required to fill both new positions and the vacancies created by the mass exodus of those retiring Boomers. They will therefore frequently find themselves in management, executive and other leadership roles sooner in their careers than prior generations.
Not all firms will be recruiting from this age range now, but will be recruiting experienced ‘senior’ Millennials for Manager and Principal level positions in future and there is no evidence that their motivations and characteristics will change as they age. Employers need to adapt and critically review the way in which they accommodate their employees’ expectations of career development, monetary reward and work life balance.
How to keep the Millennials happy
To recruit and retain this group, firms need to understand and meet their needs:
1.Set clear targets and focus feedback on future development
Millennials want and value frequent feedback. Give them honest feedback in real time — and highlight positive contributions.
Let them advance faster. Historically, career advancement was built upon seniority and time of service. But Millennials value results and want career advancement much quicker than older generations are accustomed to. So for the high achievers who do show the potential to rise up the ranks quickly, do not hinder them.
2. Prioritise training
If your organisation is more focused on developing high potentials, or more senior people, then you could risk losing future talent if you fail to engage Millennials with development opportunities. Build and measure the effectiveness of mentoring programmes alongside other learning and education. Don’t fall into the trap of thinking they are not worth training because they will soon be moving on.
3. Think creatively about reward strategies and what motivates millennials
For example, a shift in focus from cash bonuses to other benefits with the opportunity for an employee to customise.
4. Close the gap between perception and reality
In particular the promises made by employers on diversity and work/life balance.
5. Accept the importance of social impact, brand and reputation
Some companies and sectors may need to become more transparent and adjust their working practices to make a more positive contribution.
6. Expect staff turnover to increase
It is inevitable that the rate of attrition among millennials will be higher than among other generations. This is especially true because many have made compromises in finding their first job. Build this turnover into your plans and use it to your advantage. You have a potential opportunity to recruit a workforce with greater diversity of experience which should be seen as a positive outcome.

### Degree or no degree: that is the question ?
Previously “education, education, education” and youngsters sold the dream of a degree passport to a secure future and a sign of an advanced nation competing on the world stage.  
We then changed our minds and apprenticeships took centre stage.
With some employers apparently offering graduate level salaries to school leavers and degree sponsorships it must leave young people very confused.  Other factors to be weighed up are the recent results fiasco and the unattractiveness of spending £9,000 per annum on a virtual degree, at least in this academic year alas.
So many influencers in the debate have agendas (hidden or otherwise), not to mention their own prejudices (overt or well hidden, even from themselves) so it is difficult to know who to look to for advice.
What I see from Prism's perspective is a) the global competition from astonishingly well qualified people, products of nations which attach huge value to education b) the value that most UK employers place on bright people c) employers see academic achievement as an indication of "bright" i.e. intelligence, of a person’s trained use of intelligence and also of a level of ambition, tenacity and drive d) employers also believe that graduates, particularly those who left home to go to University, are often more rounded and more confident in the workplace, even many years later.
What however is also clear is that many degrees are pretty worthless, not only in terms of ROI but also with regard to any obvious added value at all. Reading page after page of available places in UCAS clearing it seems inexplicable that anyone might view some of the courses on offer as a good use of three years of their lives and £27,000 plus expenses.
 	Bright youngsters, with good grades should be encouraged to go to a good University. Of course these are just the candidates the small number of very highly paid apprenticeship schemes are also after but I think they should resist that temptation.
 	Those with middling grades should think very carefully about the options: if they have a passion for a subject, or are really sold on University, or feel they haven’t reached their academic potential and need a second chance then fine. But it they are undecided or feel perhaps they want to do a vocational degree e.g. Business Studies then they should also actively consider some form of apprenticeship ideally which also allows a part time or equivalent degree option.
 	Youngsters leaving school with poor A level grades, many of whom have in recent years gone on to get a degree of questionable value, should try hard to get a foot on the career ladder with an apprenticeship or other training scheme. The only exception to the rule might be if there is a vocational degree course in a field they are very interested in they can get on to that is highly regarded  and has a good record of employment at the end of it.

### Job Market  - July 2020
The question I’m most asked is about market conditions.
My response has generally been a variant on “it’s quiet but I’ve seen worse”.
NOTE: You can find the latest information about Consultant Salaries and the state of the market here. 
By way of a more statistically significant picture, the monthly REC/KPMG Report on Jobs has just been published with as close to real-time information as I’ve seen, from over 400 recruiters.
The unsurprising news is that there was a fourth successive monthly drop in the number of people placed into permanent jobs. However, the rate of decline eased notably from the records seen in April and May but remained sharp overall.
Appointments fell across the country: the steepest reduction was seen in London, while the least was in the Midlands.
Data showed a softer, but still marked, reduction in the number of total vacancies registered in June across both permanent and temporary roles. Again rates of decline were not as severe as those registered in April and May.
Nursing/Medical/Care noted the lowest rate of decline while the steepest drops were seen in Hotel & Catering and Retail.
The category Executive/Professional also performed poorly, especially in temp/contract vacancies, with only Hotel & Catering worse.
News of the sharpest rise in candidate availability since January 2009 will also come as no surprise. It was noted that many staff placed on furlough were seeking new roles due to concerns they too could be made redundant.
The final piece of misery is a third successive monthly decline in salaries.
 
Commenting on the latest survey results, James Stewart, Vice Chair at KPMG, said:
“Despite an inevitable further drop in hiring activity for permanent and temporary
staff, it is encouraging to see they both fell at softer rates than seen in April and May.
“However, the air of uncertainty around the COVID-19 pandemic will linger – and
rebuilding confidence in the UK jobs market will take time."
A glimmer of hope? It’s still getting worse…. but more slowly.
 
Methodology
The monthly UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.
For more information on the job market, or to discuss your hiring plans, please contact Chris Sale, Managing Director, Prism Executive Recruitment via csale@prismrec.co.uk

### An excellent time to hire great talent
Management consultancy employers put the brakes on hiring with the announcement of lock-down. Uncertainty invariably results in recruitment freezes and go-slows.
It’s becoming clear that there are winners and losers thus far.
There are firms that are suffering badly and have furloughed or laid off staff. For them, recruitment is not an option.
The same is probably true of consultancies that are weathering the storm but are invulnerable sectors or services, or whose projects are typical of short duration and haven’t seen much or any new business in recent months.
For both categories, recovery may be slow and the priority will be winning new work and getting utilisation back up before hiring is back on the agenda.
However, as is widely known there has been a very uneven impact across sectors and services and there is another category of firms that are doing better or are even finding business buoyant.
So far recruitment has perhaps not been front of mind: however, it should be as it's a great market in which to hire great talent.
Here is Prism’s plan:
 
Be bold
Don’t bet the company but there’s definitely a case for now being proactive and positive.
There are very good candidates in the market right now. Surprised? Yes, some are “hunkering down” but many very good people are out of work, furloughed or concerned about their job security. Others are unhappy as they are stuck on work and clients because they have no choice. Some have seen promotions and salary rises vanish or had to take pay cuts. With the job market quiet, you won’t have the competition for the talent you’d usually have. It is a golden opportunity to talk to and consider hiring candidates you might normally struggle to reach.
Be swift
While we are a long way from a return to normality there are already signs and predictions that the opportunity for employers to steal a march on their competitors may not last.
Be creative
Perhaps you have a great Associate pool rather than a permanent headcount, which is comforting at the moment. But could you replace some of these with permanent hires: gaining a more profitable project, hires that quickly pay for themselves and also potentially add to the business’s value.
Always be looking
Under no circumstances waste candidates’ time or yours as there is a real backlash currently about “fake jobs”. But it is entirely reasonable to have conversations with candidates, providing you are transparent, in order to maintain a talent pipeline. There could be a business case for hiring an excellent person now…..or in a few months’ time. What is absolutely certain is that if you turn off the taps now it will take weeks or months to find good candidates when you next need them.
It’s free!
You don’t need to rebuild your recruitment team until there is more certainty: in the meantime, a contingency recruiter can find you candidates for free until they start work.
Review your brand
If active hiring is subdued it’s an excellent time to review your “employer brand”: ensure you have a clear proposition and brand identity as well as reviewing other aspects that attract candidates including clarity of company vision, career development, training and salaries.
Impress talent
Now is also a great time both to audit your candidate process and aim to really make an outstanding impact on people you are already in dialogue with or who come into your pipeline. While there are many aspects to this, it’s first and foremost about communication. So prioritise regular transparent updates and information sharing. Never over promise and under deliver! Be consistent.
Review your recruitment strategy
While checking your process, also audit other aspects of your talent attraction. Everyone wants cost-effective recruitment but make sure this isn’t at the expense of access to the best candidates or mean slower hiring. Both have a real, quantifiable cost that’s often overlooked and this is where good use of agencies or executive search can pay dividends. Another way of looking at it is that a quick hire of an exceptional candidate can repay the agency fee many times over and swiftly.
 
if you would like to discuss any of the above please contact Chris Sale Managing Director, Prism Executive Recruitment at csale@prismrec.co.uk. Find more information about our services on our Client Services page and details of Our Recruitment Solutions.
 

### Job references: essential or pointless?
Job references used to be an essential part of the employment process: are they still?
Any employer has grappled with how to REALLY find out about the candidate behind their interview face.  A beguiling option is to speak to previous employers who know them well for the "job reference". But as many find out that's far from fool proof too:
 	Unless entirely unavoidable candidates will not provide referees who are likely to be negative
 	Even the most honest (or vindictive) employer is unlikely to want to say something that might prevent them getting a job
 	Many reference takers ask the wrong questions or questions which deliberately or accidentally elicit the answers they want to hear because they want to fill the job
 	It’s just their opinion: just because the candidate performed to a certain standard in one employer has no bearing on their ability to do a different job in a different employer
 	Company cultures are all different: an employee can be a fish out of water in one employer (which might be reflected in a negative reference) but perfect for another or vice versa
 	Many departures are subject to compromise agreements which may prevent any references with any level of detail
 	Many companies’ policy is to only confirm dates of employment and job title
 	Referees have to be mindful of the threat of legal action: slander, libel or in a recent case “post employment victimisation”,  as the Data Protection Act and GDPR gives them a right to see written references OR (and don’t quote me on this)  notes taken during a verbal reference
In Prism's experience references are meaningless: the only potentially valuable measure of an employee is whether he/she sticks around and does well and the best measure of that is promotion and or other verifiable achievements. One or two swift job moves are entirely forgivable but if a pattern develops there may be a problem somewhere.
A very vital reason for contacting former employers is to confirm dates and job titles: few employers have any problem with providing this information and in Prism's experience there is, not infrequently, divergence between what's on the CV, what's on LinkedIn and what's on a company's records. But references as an objective measure/reflection or past or future performance?  No.
 

### The importance of choosing a recruiter with integrity
It might seem obvious that when you are looking at hiring a recruiter, you should choose one with integrity. No-one wants to deal with cowboys do they? But in our experience clients and candidates don’t look as hard as they should do when selecting a recruiter.  Perhaps they turn a bit of a blind eye and don’t want to see an inconvenient truth or realise why it’s important.
Why it matters to employers
If you’re an employer you may not see evidence of a recruiter’s lack of integrity so readily. But as you are associated with it, any unprofessional behaviour by the recruiter will reflect on you in the eyes of candidates. Your recruiter is the face of your company to the prospective job applicant.
It will damage you and your brand and you will not getting the best talent.  We know of candidates who refuse to take calls from certain agencies and will never apply to their advertisements.
Why it matters to job applicants
If you’re a candidate, looking for a consultancy job, dealing with an unprofessional executive recruitment agency will add to the frustration and stress of the process. It might mean:
 	you don’t get the job you want
 	you end up in a job you don’t want
 	your reputation being damaged with potential employers.
Ensuring you are represented by a recruiter whose integrity and honesty you trust can have a very positive bearing on your career success. A good recruiter will support you in your longer term goals rather than see you as a one –off placement and fee.
 
How to assess the integrity of a recruitment firm
How can you recognise a good executive recruitment agency? Given that all agencies will present themselves in the best light and claim to be professional how do you avoid the sharks? The only reliable way is personal recommendation. If you find 2 or 3 people mentioning the same agency (either in positive or negative terms) then that is a reliable indicator. This suggests you will be able to form a good working relationship with your recruiter and help them to make your assignment a success.  
Recruitment awards can be an indicator of professionalism, assuming they are based on an independent survey. An association with a well-respected industry body, for example the Management Consultancies Association is also a positive.
There are a number of tactics the unprofessional recruiters will employ as part of their modus operandi. All serve to enrage and frustrate the candidate and ultimately result in an unsatisfactory recruitment experience and potentially a sub-optimal hire.
You may not have considered the manner in which an unprofessional executive recruitment firm operates. It is therefore important to know how you can gauge their level of integrity. Use this checklist to see how your prospective recruiter measures up.
Low integrity recruiters might:
 	Not reply to messages or applications from candidates who apply to the advert they place for a client.
 	Not give feedback to candidates who are no longer of interest. In many cases simply not ever get back to them.
 	Lie about the package on offer in an advertisement to lure over-qualified candidates because they might be more likely to get the job, at a higher salary and a bigger fee. Or just to add candidates for other future jobs to their database.
 	Advertise fake jobs to get candidate CVs and then propose an alternative, less attractive role.
 	Put off people who are being represented to a mutual client by other recruiters to ensure the latter don’t get the fee
 	Send CVs of candidates to a client without having discussed the role with the candidate or asked their permission. The candidate might not even be looking for a job. Needless to say when the candidate says they’re not interested in the role the feedback to the client will be “they’ve changed their mind” i.e. blaming the candidate
 	Send lots of irrelevant CVs to a client. Either to meet their activity quotas or in the hope that some will be relevant. No CV send =no   interview=no fee. Looking on the bright side they haven’t wasted candidates’ time or raised their hopes because they haven’t spoken to them!
 	Fake a relationship: they’ll tell the candidate they have a great or exclusive relationship with a company to reassure them. In fact they may have no relationship but be using the CV as bait for a potential client. The reverse happens too i.e. clients will be persuaded to consider a candidate on the basis of the recruiter’s (claimed) exceptional knowledge of them when they might not have spoken to them.
 	Persuade candidates of the merits of another client who is paying the recruitment agency a better fee
 	Poach staff from a client
 	Change candidates’ CVs: from changing typos and improving grammar through to adding skills that the candidate hasn’t claimed.
 	Mislead or bully the candidate to persuade them to go to an interview or take an offer
 	Have no interest in finding out what roles a candidate is seeking, their career aspirations and offering objective advice. They are only interested in a quick fee, not a long term relationship.
 	Persuade a candidate to tell them what other companies they are interviewing with and get shirty if they don’t. They either want to put the candidate off (see above) or chase the job lead thereby reducing the candidate’s chances
 	Will ask a candidate for references (usually senior people) and use contacting them as a ruse for a sales pitch
 
In conclusion…..
To an employer it is often difficult to tell that your management consultant recruitment agency is employing these unprofessional working practices when dealing with applicants to your job. And it is more complicated than simply receiving too many irrelevant CVs. The best advice for both clients and candidates is to rely on personal recommendation and not be seduced by slick sales patter and grandiose claims.
Neither employers nor applicants need be represented by one of the cowboy agencies, which are bringing the recruitment industry into disrepute, if they follow these tips.
 
Prism Executive Recruitment have been winners of Top Management Recruiter Award ten years’ running “in recognition of outstanding feedback”. Prism is the only is the only recruitment firm to have featured in the top 10 recruitment firms in the Top Consultant Recruitment Report in each of the last ten years. Chris Sale has also been a recipient of individual awards for recruitment.
Prism is an Associate Member of the Management Consultancies Association (MCA). 
 

### “What’s the market like?” June KPMG/REC UK report on Jobs
The latest KPMG AND REC, UK REPORT ON JOBS has just been published featuring survey results from Mid May
The results have glimmers of hope but it should be remembered that the survey frames the questions asked with respect to the previous month which was unprecedently bad.
Key findings are:
Permanent placements and temp billings decline further amid recruitment freezes
Availability of workers rises at the quickest rate since July 2009
Weak demand for staff leads to downward pressure on pay
May survey data indicated that hiring activity remained weak across the UK, as permanent placements and temp billings both fell at the second-sharpest rates on record. Recruiters frequently mentioned that the pandemic had led clients to cancel or postpone recruitment plans until the outlook improved.
Recruitment consultancies signalled the quickest expansion in overall candidate availability since July 2009 during May. The upturn was driven by steeper increases in the availability of both permanent and short-term staff. Panellists often linked higher candidate numbers to redundancies and staff being placed on furlough.
Permanent starter salaries fell for the second month running in May, and at the quickest rate since February 2009. Temp pay meanwhile declined at the fastest rate for 11 years. Recruiters often mentioned that weak demand for staff and budget cuts at clients had driven down pay in May.
Overall vacancies fell at a substantial pace in May, despite the rate of reduction easing from April's survey record. Marked drops in demand continued to be signalled for both permanent and temporary workers, with the former noting the steeper rate of contraction.
The seasonally adjusted Permanent Placements Index remained well below the neutral 50.0 value in May to signal a further decline in permanent staff appointments. Although the pace of contraction eased from April's all-time record, it was nonetheless the second-quickest in over two decades of data collection.
Demand for staff declined across both the private and public sectors during May.
The steepest reductions in vacancies were once again seen in the private sector, though demand for public sector staff also fell at a historically sharp pace.
Permanent placements fell sharply across all four monitored English regions in May, led by the North of England.
Nine of the ten job categories registered a fall in demand for permanent staff during May. The steepest reduction was seen in Retail, closely followed by Hotel & Catering. Nursing/Medical/ Care was the only sector to record higher vacancies.
 
Official ONS Data
 
Latest labour market data from the Office for National Statistics (ONS) indicated that total job vacancies across the UK declined by -24.7% on an annual basis in the three months to April, which marked the quickest rate of reduction since the depths of the global financial crisis in 2009.
 
However, the KPMG/REC UK report on Jobs also featured data from the Recruitment and Employment Confederation’s survey of employers stating levels of confidence in hiring had improved by 11 percentage points, to net: -10.
They also state that employers’ intentions to hire permanent staff in the next three months rose from net: -9 to net: -5 and that employers’ intentions to hire staff in the next 4-12 months has remained positive throughout this period. Medium-term demand now sits at net: +6 for both permanent staff and temporary agency workers. “We can be sure that firms will start to hire staff in the coming months, and the economy will recover as they do” 
Commenting on the latest survey results, James Stewart, Vice Chair at KPMG, said: 
 “Lingering uncertainty around the COVID-19 pandemic, and when the outlook may improve, continues to take its toll on the UK jobs market. 
“Hiring plans which were put on hold in March remain on ice, with many businesses focusing on maintaining their current staff rather than expansion or replacement. 
“The number of people looking for work has risen at the quickest rate since July 2009 making it a highly competitive market. With a potential July stimulus package from the Government set to include a focus on retraining and skills, adaptability will be the key to success for jobseekers in 2020.” 
Neil Carberry, Chief Executive of the REC, said:   
 “Given the impact of the lockdown in early May, it’s no surprise that these figures look bleak. But in the two weeks since this data was collected, lockdown rules have been eased and the feedback we get from recruiters every day suggests that the slight improvements that we can see in the placements and vacancies data have continued. I’m also hearing from business leaders all over the country that things are starting to look up. There is a long way to go, but it’s time to talk about how we recover from this crisis. 
“Collaboration between government, businesses and recruiters will be vital as we try to get the economy up and running again. The UK’s staffing and recruitment companies are experts at helping people find work, and we are ready to support jobseekers in the months ahead.”  
Methodology
The monthly UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.
 
For more information on the job market, or to discuss your hiring plans, please contact Chris Sale, Managing Director, Prism Executive Recruitment via csale@prismrec.co.uk

### “What’s the market like?” May KPMG/REC UK report on Jobs
The authoritative KPMG AND REC, UK REPORT ON JOBS has just been published featuring survey results from Mid April.
The results are simply jaw-dropping.
Key findings are:
Record falls in permanent placements and temp billings
Demand for staff plummets and starting pay declines
Staff availability rises at quickest rate since November 2009 as redundancies start biting
Permanent placements and temp billings fell at rates far exceeding those seen even at the height of the global financial crisis.
The latest survey data signalled a back-to-back monthly drop in permanent staff placements across the UK. The rate of contraction accelerated to by far the steepest in the 22-year series history as the UK faced strict lockdown measures as part of efforts to slow the spread of the COVID-19 virus. Temporary company closures, social distancing and uncertainty around the outlook led to widespread recruitment freezes and delayed hiring decisions, according to panel members.
Furthermore, approximately 92% of the survey panel registered a fall in permanent placements, compared to just 3% that saw a rise.
 
The pandemic also weighed on demand for staff as uncertainty over the outlook, including the longevity of any measures to contain the virus, led businesses to reassess their staffing needs.
The seasonally adjusted Total Vacancies Index dropped sharply from 43.8 in March to just 9.3 in April, to signal a back-to-back monthly fall in demand for staff. The latest reading pointed to the sharpest reduction in vacancies since the survey began in October 1997 by a considerable margin.
Permanent starting salaries declined at the quickest rate since March 2009, while pay awarded to short-term staff dropped to the greatest extent since July 2009.
Unlike in March, April data highlighted a broad-based decline in staff vacancies across the public and private sector.
The most severe falls in demand for staff were seen for permanent and temporary workers in the private sector. That said, the public sector also saw record declines in vacancies for both permanent and short-term staff.
 
Substantial falls in demand for permanent workers were seen across all monitored job categories except for Nursing/Medical/ Care in April. The nine sectors posting falls all saw record rates of decline, led by Hotels & Catering.
Regional variations
Record rates of decline were recorded across each of the four monitored English regions during April, with the most marked fall in the North of England. Meanwhile, the South of England reported the softest decline.
April data also highlighted a further drop in temporary billings at the UK level, with the rate of decline the quickest recorded in over 22 years of data collection. The reduction was broad-based across the four monitored English regions and led by the Midlands, while the North of England reported the slowest pace of decline.
Commenting on the latest survey results, James Stewart, Vice Chair at KPMG, said: 
 “The COVID-19 pandemic continues to wreak havoc on the UK jobs market with a record drop in vacancies and recruitment plans frozen.
“The uncertainty over the outlook is weighing heavily on the nation – we estimate that as many as 13 million jobs are highly affected by the lockdown, representing just over a third of all jobs in the UK.
“It’s an unprecedented situation for UK business and resilience, then recovery is key to navigating through the crisis. Easing current restrictions [means] confidence in the jobs market can start to rebuild.”
Neil Carberry, Chief Executive of the REC, said:  
“While fighting the virus must remain our priority, the strain the lockdown is placing the economy under cannot be sustained indefinitely without very significant and long-lasting effects on unemployment and job creation.”
“The good news is that the capacity for our economy to recover quickly is definitely there – but we won’t get back to strong growth instantly when the lockdown eases. The government needs to work with businesses to ensure that the support they have offered tapers out as the economy returns to normal, rather than leaving firms facing a cliff edge and having to cut costs quickly through things like higher redundancies. This approach will also allow firms to invest in the future – creating new jobs to drive the economy and help the UK bounce back.”
Methodology
The monthly UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.
 
For more information on the job market, or to discuss your hiring plans, please contact Chris Sale, Managing Director, Prism Executive Recruitment via csale@prismrec.co.uk

### Looking to move jobs during a pandemic? Advice for tough times
"How’s the management consultancy job market, Chris?"
It’s moving so fast and is a confusing picture: more negatives than positives at this point but not all bad.
Many firms have reacted quickly: some redundancies already alas. I am also seeing candidates with consulting job offers that have been rescinded. I haven’t heard of accepted offers being withdrawn and I am aware of a mid-sized firm still planning their April and May intakes of management consultants. Many others have put recruitment on hold, or are on a go-slow. They’re keeping an eye open for candidates in anticipation of the eventual upturn. This is a sensible approach that applies in the case of some of the jobs on our website.
Each firm’s situation will differ depending on their sectors, service lines and project lifecycle: many have a strong pipeline but are not expecting new work to be signed off any time soon. They are not hiring but they are doing fine.
The picture on interim and “associate” is very fluid: on the negative side, firms will protect their permanent staff over associates. On a positive perspective, a “flexible workforce” unencumbered by IR35 concerns is likely to prove very attractive to firms that are busy but reluctant to hire permanent staff. I have heard anecdotal evidence of interim recruiters gearing up for a significant increase in demand.
Job search tips
Prism Executive Recruitment has been through two recessions and I’ve been in recruitment for at least three. That doesn’t merit a gold star but it gives me confidence that the storm will pass and also gives me some experience to share.
Some of my networks will be fortunate enough to have jobs and will hunker down, pull their collars up and weather the storm. Others will be fearful of their futures or just cheesed off and are looking for a job. Sadly there will be an increasing number who are not working and, worse, stuck at home to contemplate their misfortunes.
Alas, Prism can’t create jobs but what we can do is try and give advice and guidance on making sure your application is optimised when job opportunities arise or return.
Advice for job-seeking management consultants in tough times
For those in a secure job
 	Hold onto it! Don’t add to your pressure unnecessarily by resigning or volunteering for redundancy
 	Keep in mind that out of adversity comes opportunity. Be cautious but don’t close off the idea of a move. Remember the adage “you don’t have a decision to make until you have a job offer”.
For those in an insecure job
 	Is your CV up to date? Is it great? How do you know?
 	How’s your LinkedIn Profile?
 	How’s your networking and profile-raising going?
For those out of work and between contracts
 	All the same points apply regarding CV, LinkedIn profile and network.
 	So many great people with fantastic skills neglect to optimise their marketing and brand or think it’s not necessary or don’t know how. There is lots of information out there about how to do so including the guides on our website.
 	Check your personal marketing plan. Don’t have one? Get busy!
 	Review your network and prioritise direct approaches to potential interim or permanent employers. They may have work but won’t want to hire perm employees and/or pay an agency (hard but true!) and your CV might arrive at just the right time.
Job search: preparation is crucial
Don’t just start applying for jobs. It is important not to let the current situation influence you: if you wouldn’t have applied for or accepted a particular job under normal circumstances, it is not a good idea to let the Coronavirus situation cloud your judgement.
 
You need to be both strategic and tactical:
Where do you want to be in five or 10+ years’ time?
This brings in your personal circumstances especially aspects like location, work/life balance, family as well as the more obvious career stuff. This planning is essential and helps protect you from ill-considered job moves.
Why do you want a job move?
Really examine your objectives. Are you seeking more money? Career advancement? Better work-life balance? Values and culture? It may be a combination of several different factors, but it is helpful to weigh up the relative importance of these in advance. Ask yourself “if I were currently perfectly happy in my current/last job, how would this role and company sound?”. Clearly, you may have to be a bit pragmatic (see below) if you are not working, but it’s a useful reality check.
How flexible are you?
There is likely to be a requirement for some element of compromise with every new job. However, it is helpful to have a clear idea from the outset what aspects you are prepared to be flexible on and to what extent.
Only when you are clear about what roles you are seeking can you move on to the next steps and review your CV and LinkedIn profile. We cover this aspect of preparation in our guides.
 
Elsewhere on our website, we have information in our guides to help with your job search and optimise your chance of success.

### Brand importance for management consultancy firms seeking the best talent
The relevance of brand in management consultancy.
In a competitive environment, the brand is becoming ever more important. It is much more than simply a logo and a tagline. It is the basis on which people perceive your services and values.  Ensuring that your brand is defined and recognisable is not only crucial for winning clients but also attracting the best talent.
In a survey carried out by Source for Consulting 40% of senior executives say that a firm’s overall brand has a significant impact on their opinion of a firm. A further 43% say it has some bearing. This makes the brand more important in clients’ eyes than everything except the quality of people they meet and the results a firm delivers. The survey also indicated that brand influence is more important in some countries (the US, the Gulf region) than others.
Defining your brand is an ongoing process
Branding a management consulting practice is significantly different from branding many other types of professional services. There are opportunities and challenges, in particular: 
 	Management consultancy firms should clearly communicate the range of services they offer 
 	Audiences may have limited knowledge about services consultancy firms working in a specialist market provide
 	Brand is a combination of reputation and visibility. 
 	Communicate your firm's areas of expertise. It helps to answer the question "what does the firm do?"
An interesting finding from a survey in the US by DeSantis Breindel, was that mid-sized firms in particular struggle to define their brand. Often they’ve grown as a collection of practices. They are not small enough to be boutiques but neither are they quite large enough to be global full-service leaders. They occupy the middle ground, trying to straddle both worlds. The study found that as a result, mid-size firms feel the least confident in their ability to communicate who they are both internally and externally.
The role of brand in talent acquisition
Brand is not only important to clients, it is also crucial to attracting the best talent. A Hiring Survey carried out by Prism Executive Recruitment identified lack of brand awareness as a significant problem for small and mid-sized companies.
When developing their recruitment strategies management consultancy firms need to be aware that:
 	Its employer brand and values should be consistently visible to candidates throughout the selection process;
 	Millennials in particular are very brand aware;
 	Candidates should be viewed as customers and brand and reputation are important to them.
In Prism’s Hiring Survey several firms commented that being a relatively small and unknown name was a hindrance in recruitment. It is therefore a constraint on growth. In most cases they felt the problem was only at the initial stage of attracting applicants. One firm noted “We are small and relatively unknown but once introduced to us candidates love our culture and values”.
Visibility is a fundamental aspect of a management consultancy brand and therefore of talent acquisition. An executive search firm has a vital role to play in raising the profile and emphasising the positives of a less well known smaller firm. A recruiter is able to promote the culture and career opportunities that the smaller or mid-sized consultancy has to offer. This should not be underestimated as an important  part of the recruitment process.
For further information and expert help with talent acquisition please contact Chris Sale, Managing Director at chris.sale@prismrec.co.uk 

### Hiring management consultants: questions to ask at interview
Once you have a shortlist of candidates, time spent preparing for the interview stage is essential.
You will have a job description, candidate profile and will have identified the type of person you need to fill your role. The interview is an opportunity to talk through the applicant’s CV, career and work experience. It is also a time to explore the candidate’s motivations and enthusiasm for your role. In addition, it is important to extract all pertinent information and to assess whether you think the candidate is a good cultural fit. Interviews provide a short, finite period of time to assess the candidate’s suitability and there will also be a need to assess technical capability. While those questions are outside the scope of this blog you might wish to get senior colleagues’ agreement on what to ask to assess a particular skill (which could be technical, competency, sector, experience) and what sort of answers would be good ones.
You should also consider whether you want to undertake a case study based on interviewing or to ask the candidate to make a presentation. You should be careful to ensure that by doing so the candidate is being asked to demonstrate some key skills required in the role.
The basics
The first five minutes of the meeting can be spent confirming the interviewee’s details and his or her availability, restrictions on mobility, notice period/likely start date etc.  A good recruitment consultant will have already covered this, especially if it is a retained assignment, but it is an opportunity to double-check and put the candidate at ease. 
General questions to assess a candidate’s suitability
The following generic questions should give you some valuable insight into the candidate’s level of appropriate skills and experience. Also, whether they have the emotional intelligence and culture fit you seek so that a sensible and justifiable decision can be made regarding your hire
1. Give me a quick walk through your CV / tell me about yourself.
Although this seems like a soft question, it can be very revealing. It is designed to see how well the candidate can stick to the point. Many senior appointments require the ability to summarise key issues for time-short board-level executives, so this question is helpful in more than one way.
2. What do you know about our company and why do you want to work here?
This question will show how much preparation the candidate has carried out and therefore their interest in your company and the role. A particularly well-prepared applicant will know who your competitors are and your position in the market.
3. What skills and relevant experience can you bring to the role?
A self-explanatory question. A strong candidate will demonstrate that they have referred back to the job description and identified and considered the skills and experiences you will value when preparing their answers.
4. Can you tell me about your current job and why you have taken the decision to leave?
Be prepared to dig under the vague “been there a while: time to move on” answer. Note that when candidates answer this they may identify issues that cannot be addressed by moving to your company.
5. In your recent role, was there a time when you had to overcome a significant challenge?
Ideally, candidates should consider the STAR (Situation/Task/Action /Result) method in their answer. This strategy ensures this type of competency-based question is answered comprehensively.
6. What is your ideal work environment?
This is an important question and may highlight any mismatch in working style or a lack of cultural fit. 
7. Where do you see yourself professionally in five years’ time?
A question about the future is an opportunity for the candidate to show they have the drive and clear but realistic career aspirations, It will also allow you to assess whether their ambitions align with yours. 
8. What would you look to accomplish in the first 30/60/90 days in the role?
Perhaps a question for later in the interview process. This question requires some preparation on the part of the candidate and could be made into a formal presentation.  They have an opportunity to show they understand something of the ethos and direction of your company.  You would expect them to have considered the job specification and thought about how they could make a contribution quickly. It would also show whether they understand the role in detail.
9. How do you manage your time to handle tight deadlines?
Asking about scenarios that may involve additional pressure gives an insight into how the candidate handles stress or a heavy workload.  It also gives them an opportunity to show their ability to prioritise and multitask.
Emotional intelligence and culture fit
It is widely recognised that having greater emotional intelligence can lead to improved collaboration among employees and as a result, a more harmonious workplace. Therefore, in order to identify positive attributes or qualities you look for in your team, you need to consider a candidate’s emotional intelligence and culture fit as part of the interview process.
Employees with high emotional intelligence are more likely to be successful in management consultancy. In the main, they will excel in social interactions. They have a greater level of empathy, a better understanding of the motivations of others and higher self-awareness than their emotionally less intelligent peers.  Generally, employees with emotional intelligence are adept at working with others: they are flexible, responsive and react appropriately to the emotions of other people.
In an interview situation, identifying emotional intelligence does not entirely come down to instinct.
Questions that can yield insight:
 	What accomplishment are you most proud of? It is important for candidates to recognise that they are competing with others for the role and seek opportunities to tell you about what sets them apart from other people under consideration. A good candidate is prepared and comfortable talking about their achievements. Their answers will reveal whether they are people-orientated. You may want to point them in the direction of work-related achievements….or leave it open and see what comes up.
 	Tell me about a time when you’ve handled a difficult situation or conflict at work. Candidates can use this question to show their analytical ability and problem-solving skills as well as their people skills. They should be prepared for this behaviour-style question and be ready to give comprehensive answers.
 	What is your biggest weakness? What critical feedback do you receive most often? Asking this question should show their level of self-awareness and allows the candidate to demonstrate how they tackle problem-solving with themselves.  They should be able to show a genuine piece of formative feedback that they have received or a weakness they have identified. Based on this, they should then give a brief account of how they are working to overcome that particular challenge.
 	Tell me one significant thing about you that isn’t mentioned on your CV or LinkedIn profile that we haven’t discussed. This style of question can open up a real conversation, which may give considerable insight as to a person’s motivations and character. Again it might be telling if they veer towards a work-related reply or personal. It can lead into…
 	What are your passions and interests outside work? A bit of a cliché perhaps and as with all questions you need to consider what you’re looking for. If someone is a keen sportsperson, or loves the outdoors, does that mean they might be a better hire than, say, someone who enjoys more low key or solitary pursuits?
 	How do you maintain a work-life balance? Quite a tricky one and the answer could reveal a lot about their suitability in a number of aspects. Be careful to determine what might constitute a good reply or indeed a concerning answer.
 	What three words would a current manager/colleague/direct report/friend use to describe you? Note that the four options are not all the same and you probably shouldn’t ask more than a couple. You’re not expecting complete transparency here of course but given all the potential adjectives asking for only three can be revealing.
Inviting questions from the candidate
The interviewee’s response to this question can be revealing: having no questions looks odd and having questions that could have been answered by some preparatory research is disappointing. Ideally, a candidate should have a couple of questions and have the sensitivity to be brief so the meeting does not overrun.
In conclusion
The key to an effective interview process is preparation. Deciding in advance the key requirements for success in the role will allow you to determine the questions to ask each of the candidates. Although you don’t want interviewees to give textbook answers, it is helpful to consider the answers you would expect from a strong candidate.
As well as making notes during the interview, it is essential to spend a few moments summarising your thoughts immediately afterwards. Even if this is a quick a yes/no/maybe with areas for future exploration. If you have a busy day, perhaps meeting other candidates, you will have forgotten by the evening!
 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or csale@prismrec.co.uk.
You can find more information on our recruitment solutions in our Client Services pages.
 
 

### AI: What is the future for executive recruitment?
Are recruiters still relevant with the rise of artificial intelligence?
Developers of new technologies, scaremongers, pessimists and people with something to sell are always predicting the demise of the recruitment industry and the end for recruitment consultants.  We’re all going to be replaced by robots. We are doomed.  Based on the technology arguments the recruitment industry has been at death’s door for at least twenty years.
Reality indicates that people are rarely in a job for life, and job moves mean active candidates in the job market.  Particularly in management consulting, good candidates are constantly seeking new challenges.  A survey by Prism last year indicated that at any one time nearly 90% of management consultants are either actively or passively job hunting.  Therefore, there is a huge potential pool of candidates looking for, or open to, discussions about their next career move.
Despite the threat of AI taking over the recruitment world and stealing our jobs, experience to date has taught us that artificial intelligence and technology should be embraced.  AI is not a threat but more a fantastic opportunity to expedite processes and make executive search more effective.  Technology is advancing and executive recruitment, like other industries, can embrace the developments or get left behind.  Just as in any walk of life, technological advancements mean some labour-intensive aspects of recruitment can be taken over by the machine.  In particular, for more junior roles, where employers are looking for a particular set of qualifications, technology can provide a faster, cheaper way of doing things. If you are a company or client seeking a newly qualified graduate in a particular field or a jobseeker with one or two years’ experience in a particular industry, AI can help to identify suitable candidates.
Diversity
AI is also excellent at addressing diversity in recruiting.  Most of our clients recognise the importance of a diverse workforce and how essential it is to hire not based on a candidate's age, race, gender, religion or sexual orientation but on their abilities in the workplace.  Not only is discrimination unlawful and unethical, but a diverse workforce can improve productivity, increase creativity and give the company a good reputation.  Alongside training of recruitment teams to avoid unconscious bias in recruitment, the use of AI can help recruiters with their diversity hiring efforts.  AI can be used to facilitate pre-employment assessments, for blind hiring and to assist in the writing of inclusive job advertisements.  Automated systems can facilitate the processing of large volumes of applications expediting a potentially time-consuming process and unburdening the recruiter. But at what cost?
How far is too far?
Would you like to be interviewed by a robot?  A robotics company in Stockholm has developed the first robot designed to conduct interviews.  The human-like computer interface has been working with one of the largest recruitment firms in Sweden.  Tengai the Swedish robot is currently carrying out test interviews, with an English version of the bot expected later this year.
Is this the future? Will there be a point at which interview or screening by robots is the new norm?  It’s important to balance the benefits of using AI against the skills and process that a real person contributes to the hiring process.  Competition for talent is fierce and with much talk of a massive skills shortage, it’s essential to shift focus and remember that the candidates you are rejecting through automated machine screening maybe your potential employees of tomorrow.  What impression are you creating, if the job seeker passes through the entire selection process without any human interaction?
Does it depend on the kind of role you are applying for? If you are a technophile, applying to work with a technology consultancy firm, you may be attracted by the thought of interactive robots, at the forefront of technology, conducting your interviews. It always needs to be considered as to whether it would add to your candidate's experience or detract from it.
Effect on candidate experience
Poor candidate experience can potentially damage your brand and reputation as an employer.   How do you get the balance right?  Machines, even the most advanced robots still have difficulty with emotional intelligence, critical thinking and conflicting concerns, so where appointments are being made at more senior levels it may be some time before they are an adequate substitute for human decision-making. It may be longer still before they are accepted by the general population as a recruiting tool.
With the rise of automation has come the ascent of social media power. Many people do not think twice about sharing a bad experience on social media, whether eating in a restaurant or applying for a job with a new company.  In a world where there are increasing demands of people’s time: everything quicker, faster, more efficient, better, there is an increasing tide of resentment and a desire to be treated as an individual. Consider what impression you wish to project for your company and your brand.
As an executive search company with over twenty years of experience sourcing excellent talent for our clients, we have of course seen a surge in the use of technology to support our industry.  However, we have also seen an increase in consumer choice and the importance of strong brands and demands for good candidate experience.  Candidates don’t want to invest their future in a company who doesn’t invest in them from the outset.  They want to find out more about the role they are applying for and the cultural environment they are considering working in.
Experience adds value
Technology and swift screening results are not a replacement for added value and good customer experience.  There is no substitute for the experience of a recruitment consultant, either from the perspective of the hiring company or the candidate.  It’s not always straight forward to identify the right blend of skills, and experience. The exact profile of the perfect hire is not always immediately apparent.  This makes it very difficult to programme effective algorithms into a computer or a piece of software for auto-selecting a shortlist of suitable candidates.  There are too many variables.  There’s no substitute for human experience and the complex decision making the evaluation that goes on when deciding whether a candidate has the calibre and experience to make the shortlist.  This is particularly true for management consulting jobs in a market which is complex and complicated.
Technology is not currently equipped to deal with the nuances found in peoples CVs or LinkedIn profiles, particularly those of more senior people.  For every 100 CVs received, we receive many different formats and levels of detail. Furthermore, there are numerous different reasons why candidates feel they are suitable for the advertised role. Technology is great and it can allow recruitment consultants to do the things they do well, i.e. to place human interaction at the forefront of the recruitment process, to represent an employer's brand and to promote their opportunities. The relationship with a trusted recruiter also gives candidates the reassurance that their future employer will invest time in them as an employee, in the same way, they have with the recruitment process.
Technology as a tool
Technology can aid searching and help produce a long list of potentially suitable candidates. It can screen CVs and disregard those which do not meet broad parameters. It can identify those individuals who meet baseline requirements.  However, for niche markets or complex or more senior roles, there is no substitute for the experience of an industry specialist recruiter.
 
If you have any current or future opportunities and you are looking for an experienced executive search and recruitment firm with the integrity you would expect from your own employees, please contact Chris Sale, Managing Director Prism Executive Recruitment csale@prismrec.co.uk  01344 636 426 / 0203 143 5926   for an initial discussion.

### Women in the workforce
Many positive steps but care is needed.
Every day I read articles about both the strides that have been made in enabling opportunities for successful career women, especially at the senior level. But there is an equal number it seems lamenting failures and highlighting more or less egregious examples.
Life is nuanced and not soundbite.
Even the events of 2020 reveal two sides: on the one working from home might have made life much easier for women in the workforce especially working mothers, particularly in professions like management consultancy where long hours and travel are often the norms.
On the other difficulties with childcare, homeschooling and the "always-on" aspect of home working seem to have disproportionately hit women.
Care is needed to both embed the advances of recent years but also to avoid squandering goodwill by overlooking the potential for appearances of unfairness.
Indeed is discriminating in favour of women by definition discriminating against men?
On some occasions, I have been asked to favour female applicants.
Once a major UK PLC explicitly said to me they wanted a female-only shortlist. I took legal advice and was told: “if the male and female candidates are equally well qualified you can then give preference on the basis of gender”. (There are of course caveats). Fortunately, the project was cancelled before it became awkward. However, I was left with the clear impression that this was not the first time they had asked an external recruiter to do this.
On another occasion a PLC told me “we would be really keen to have women on the shortlist” and on further enquiry, it seemed that I should not favour them exactly but in situations where I might have discounted male applicants should perhaps look twice before doing so with females.
The final occasion was a private management consultancy employer (every Partner in the business is currently male) who had an all-male shortlist for a role and when asked “are you considering late applicants” answered, “ yes if they are female”.
In the above examples I suspect many might view the first as unacceptable, the second as a bit dubious (not to mention demeaning to the women) and the last as harmless and probably OK.
There has been much angst and commentary of course about “positive discrimination” and there is not space here to reprise all the arguments. But in an HR and recruitment context, it seems to me unavoidable that if you have a finite number of vacancies (often one) and an elastic but ultimately finite number of slots on a shortlist (say three to five) then by definition if you are favouring females you are disadvantaging and discriminating against males.
It is sometimes easy to view this debate as a bit remote but an ethical and responsible recruiter will always be aware that they are in practice dealing with very real people and their very real lives and making decisions as a result of which someone’s professional life could take a very different course.
It is vital that both politicians and other leaders take the initiative with societal changes but it is vital that society, in turn, sees them as fair and meritorious. There is considerable evidence that some of the shocks in the political landscape of recent years have been because of people feeling left behind and without a voice while high minded and increasingly remote decision makers push on regardless.
 

### How to get the best from a recruiter - advice for clients and candidates
Whether you are a candidate or a hiring manager, if your aim is to get the best service from your executive recruitment consultant, the approach is the same. The key to success is to establish a close working relationship, which is characterised by openness and integrity.
There are a number of steps you can take to achieve this:
Selection of the best recruitment partner
Perhaps the most fundamental part of the process is making sure you select the best recruiter for the job. Sometimes it can be difficult to choose the right company to work with.  Seek advice from your network of contacts and look for personal recommendations.  Failing that, look for reviews on Google or Glassdoor and take time to identify companies or individual recruiters who have industry recognition for their abilities in your space and, of course, a good reputation.  For a different perspective, consider whether you should work with a recruiter to land your next role.
Clarity
Think carefully about what your requirements are from the recruiter.  Are you looking for an agency with experience in a particular field?  As a candidate, think about what type of company you would like to work for.  Seek out a recruiter who advertises roles for that type of company or specialises in your field of expertise.  Be clear about what your dream job looks like and finding the right recruiter to assist you in the process will be that little bit easier. Here are some good reasons to use a recruiter to find a job.
Equally, if you are a hiring manager be clear in what type of candidate you are searching for.  If a recruiter is already advertising roles very similar to your own, you know that it’s likely they have experience in this arena. They will, therefore, have access to a pool of potentially suitable candidates.  If you are looking for a particular academic background or Big 4 experience, that’s fine.  Make sure you are clear from the outset that those are your requirements.  Here are the ten key things you should expect from a recruitment consultant.
Branding
If you are looking to hire a new member of staff, an external recruiter is a conduit between you and a great new hire.  It is essential therefore that you choose a style of a recruiter who can reasonably represent your company’s brand and culture.  If your management consultancy firm has a young, vibrant workforce then seek out a recruiter who will present and conduct themselves in a professional manner. They are likely to attract the right kind of candidates for you and have access to the kind of candidates you are looking for.
Be responsive and available
Good manners cost nothing.  The recruitment process works best when it has momentum.  Whether you are a hiring manager or a candidate be mindful that recruiters, like yourselves, are busy people.  Their objective is to do their job and secure a great hire.  If they contact you, it’s not because they are looking for meaningless communication to fill their day. It’s because they need to share information with you or ask for information in return.
As a hiring manager, your objective is to hire a new member of your team.  As soon as you have agreed on a brief and signed on the dotted line, any worthwhile recruiter will begin CV searching and advertising for your role.  Set aside some time to review any CVs you are sent, and provide appropriate feedback on the candidates put forward.  One of these applicants could potentially join your company, so ensure you have an efficient process in place to deliver a great candidate experience to all, successful or otherwise. Delaying feedback simply clogs your inbox with chasing emails and creates a bad impression, not only with the recruiter but also more importantly with your candidates.
Here’s more information about top management consultant recruitment frustrations and how to avoid them.
As an executive search company, we often see a good candidate lost due to a long drawn out recruitment process.  The best talent is in demand and a good candidate may well be in receipt of a number of offers. Acting promptly and avoiding long delays is crucial. Everyone likes to feel valued.
Appreciate that recruitment consultants are busy people too.  They will try to be flexible, but when scheduling a whole series of interviews or meetings, it’s helpful if candidates and clients are able to respond to communication promptly.
 
Trust
If you chose a recruiter with integrity, you can trust that they will ask questions which are pertinent to the role. It may feel a little uncomfortable to discuss the minutiae of your CV and life experiences. However, the recruiter has a relationship with their client and is best placed to establish whether your work experience and key skills fulfil the remit of the role in question. Their aim is to fulfil the needs of their client but at the same time ensure your career goals are aligned with the role for which they are recruiting. Trust their judgement and believe that they are trying to guide you in the right direction. It is in no one's interest to place a candidate in the wrong role.  It reflects poorly on the recruiter, is frustrating for the candidate and potentially costly for the hiring company.
Openness
Trust and openness go hand in hand.  As a candidate, it’s important that you share with the executive recruitment firm any concerns you may have about your CV.  If you have had a number of job moves in the last few years, or have a large gap in your work experience, then discuss this with the search firm. It is much better to address this upfront so that the recruiter can relay your experiences to the hiring manager in a positive light and potentially iron out any concerns.
Equally, if you are dealing with a number of recruiters or already have interviews in progress, share that information.  It makes the process much less stressful and transparent for everyone concerned.
As a hiring manager, if the hiring situation changes, it is important to let the executive recruitment firm know.  Don't 'ghost' your recruiter!  It is time consuming, frustrating and unfair on candidates who are left wondering why their application or interview feedback is woefully lacking and could result in poor candidate experience. However, being open and honest enables the recruiter to manage everyone’s expectations.
Rapport
As a candidate, don’t underestimate the power of a good recruiter. Even if you are not shortlisted for a particular role or don’t get offered a second interview with the client it is a good idea to stay in contact and to have an ongoing professional relationship with a recruiter. At a later date, the search firm may be recruiting for a role to which you are better suited. Alternatively, you may be recruiting yourself.
 
 
If you would like to talk to one of our consultants, either about your next role in Management Consulting or because you have a great role you are looking to fill, please contact Chris Sale Managing Director, Prism Executive Recruitment at csale@prismrec.co.uk  +44 (0) 203 143 5926 or via our Contact Us form.
 
Please visit our website for more information about Prism Executive Recruitment and to see a selection of the roles we currently have available.

### Building a management consultancy firm: what “people” model?
Small and medium-sized consultancy firms make up a significant portion of the UK consultancy market. These are often established by either one founder or a handful of former colleagues. Typically such firms will initially have adopted a business model which is reliant on associates to deliver client assignments. In some cases, the ratio of revenue delivered may well be 20:80 (employees: associates) in the early stages of a firm’s evolution. However, at some stage, most consulting firms will consider whether a move to employ a higher percentage of permanent staff is desirable.
Consultancy firm objectives
David Bailey, a strategic advisor to leaders of professional services and IT services firms, has had extensive experience of just such a decision. He explains that it is important for a consultancy (or any professional services firm) to carefully consider its goals and overall objectives as this will help to determine the type of business model it should adopt i.e. employees, an associate based or a hybrid approach.
He stresses the importance of ensuring the Owner Directors and Equity Partners of his client firms spend time considering the type of professional services firm they wish to develop and their objectives:
 	Asset growth
 	Income generation
 	Lifestyle choice
Although this may change over time, it will provide the basis/key to the optimum business model.
He explained that small firms that keep a low ratio (e.g. 20:80) could work well as lifestyle firms, using regular associates to keep project risk down and providing enough income for the owners.  Driving an income generation model either keep this low ratio but drives higher volume through the business, becoming more of a contracting firm, or adds employees overtime moving the model towards 50:50 or further if forward sales volume is predictable. If the goal is asset growth then to add value a firm will be aiming to increase the ratio to a minimum of 70:30, not least to exploit the higher margin earned on permanent employees.
The role of associates in a consultancy firm
The obvious advantage of using associates is that it is a variable cost. A firm can hire interim consultants fast, with specific skills and only when client work is contractually confirmed.
However, there are a number of downsides to a reliance on associates:
 	There is no retained knowledge within the business that can then be applied to other clients.
 	An associate has no need or requirement to build client relationships, sell other services or train and manage other staff members. Indeed, in certain instances, there may be a conflict of interest between the firm and an associate.
 	If as a result of over-reliance on associates, there is a shortage of senior-level permanent consultants to run and manage projects, the outcome can be a greater onus on client management at the partner level. Consequently, partners may spend less time on business development and more on other managerial objectives.
 	Project profitability is reduced.
 	Too many associates on any one project increase the risk of delivery quality and client management problems.
 	Associates rarely add to the culture or values within a consulting firm and indeed a reliance on associates may undermine attempts to develop a coherent culture.
 	Good associates with sought after skills are expensive and not always available at short notice.
 	Potential IR35 problems
Evolution of a management consultancy firm
At some point, a firm may take the decision to reduce its reliance on associates, and increase the number of permanent staff. A strategy will be required to achieve this objective and consideration should be given to the following:
 	What grades of the consultant should be recruited in the first instance to maximise return on investment
 	How best to recruit and retain this talent
 	The cultural and operational changes which may be required within the management consultancy firm to ensure effective talent management
Who should you recruit first? 
Caroline Boston, who has worked as an internal recruiter and also for Prism Executive Recruitment, advises that “very broadly, the answer to this question is that you should initially recruit talent at the very bottom and the very top”.
At the most junior level, you should be looking for analysts and generalists: consultants who can crunch the numbers and do the initial diagnostic work. These will be millennials and a critical factor in attracting and retaining them will be (amongst other things) to have in place the infrastructure to provide the training and career progression necessary.
At the top level, firms should be seeking engagement leads. These people will be consultants at Senior Manager or Director level with the capability and mindset to develop a network of contacts and play an active and positive role in client relationships. A common desire is that a candidate at this level should come with a ready-made network of potential clients but this is very rare indeed. Valuable time will be wasted holding out for this forlorn hope! However, adopting the mantra of “hire character: train skill” will be a candidate’s personal attributes and career goals that determine how successful he or she will be in sales and business development, as well as executing the firm’s vision and mission.
Focus on skills
In her extensive significant experience of recruiting for small and mid-sized firms, Caroline notes that staffing at mid-levels (senior and managing consultants) may well remain predominantly Associates, particularly if a firm needs to “buy-in” specialist skills. This makes good business sense, but firms should look for skills that are repeated across all projects with a view to recruiting permanent employees at this level in the medium term.
David Bailey believes that the process of increasing the number of permanent employees, especially decisions on the level, will very much depend on the type of firm and its area of expertise. For example, a single founder is likely to require support from permanent senior staff at the outset, whereas 3-4 co-founders or Partners may not. He adds that a further challenge for a firm is to know what experience they are looking for and to avoid the temptation to hire too many ‘generalists’.
Challenges and how to overcome them
In any management consultancy firm, the highest cost will be people. The potential overhead of permanent consultants underutilised is a financial commitment and a risk that consultancies will try to avoid.  A focus on utilisation means that firms are more inclined to delay recruitment until there is the certainty of the forward revenue stream, preferring to hire associates in the short term.  However, in order to increase the value of the company in the long term, perhaps ultimately with a view to sales, growth in permanent headcount is crucial.
Timing of Recruitment
One of the most difficult obstacles to overcome is the decision and timing of when to increase headcount. The lead time to hire for a consulting job can be as much as six months. Consequently firms will be making a commitment to employ permanent staff for future projects many months hence. There is a talent shortage in management consulting, (the much-discussed “war for talent”), and thus a medium-term objective should be to proactively recruit staff rather than wait until there is an immediate need, which might result in the temptation to opt for an Associate.
Talent Acquisition
A relatively small consultancy practice is unlikely to have a dedicated “talent manager”, so it may be necessary to recruit someone to handle the recruitment and talent management aspect, whether this is an internal hire or using the services of a consultancy recruitment agency.
It may be tempting to rely on in house recruitment and candidate referrals as external recruitment agencies are perceived to be expensive. However, the results of a Prism Hiring Survey found that the firms experiencing the fewest problems in recruiting adopted a hybrid model including using agencies. Those who reported most challenges used agencies either rarely or not at all. A good consulting recruitment firm can be an excellent ambassador for a small or medium-sized firm’s brand which may be less well known in the recruitment market, and it is important to select a professional consultancy recruiter with integrity. If the agency can find a candidate to start with you sooner than you can, their fee may be partly offset by being able to bill them to clients earlier!
Talent Management
The firm will be required to fundamentally change the way it engages with staff. Associates are delivery focussed and require a particular type of management. However, in order to attract and retain the best talent, an organisation must, amongst other things, define and articulate its employee value proposition, provide opportunities for learning and development and ensure career pathways. David Bailey confirms the importance of ensuring organisations meet the higher-level needs of their staff.  This engenders a feeling of belonging which enables staff to feel motivated and to deliver an exceptional service to the client. 
When to expand/consider growth?
It is clear that the catalyst for changing the balance of permanent employees and associates should be the overall objectives of the firm but there will be external influences at play.
Although the Big 4 still dominate the consultancy market in the UK, a new report from the Economist Intelligence Unit suggests that in a bid to get the best value for their money, clients are increasingly eyeing specialised and smaller consultancies for specialist services.
Not only are small firms often more competitive pricing these services, but an analysis of the report suggests that clients who employ large consultancy firms are more likely to experience frustration and that they are paying a premium for advice that they do not see as being relevant to their business. Furthermore, smaller firms often adopt more integrated working practices that frequently maximises value.
The increased popularity of specialist consultancies suggests now may be a good time to consider growth.  Smaller consultancies require a clear strategy to find great people and future stars, but with clarity of employer brand and proposition, small firms can offer many advantages over large firms in their quest for talent.
 
 
We are most grateful to David Bailey Strategic Advisor to leaders of Consultancy, Professional Services and IT Services organisations and to Caroline Boston of New Minds Resourcing for their input. 
If you would like to discuss how Prism could help you to find and secure your ideal candidate please contact Chris Sale, Managing Director, Prism Executive Recruitment on 0203 143 5926  or csale@prismrec.co.uk.
You can find more information on our recruitment solutions on our Client Services pages.

### Women in management consulting – retention is still the problem
Recruiting and retaining women has long been seen as one of the biggest issues for the consulting industry. In 2016 She’s Back, in collaboration with a number of consulting firms and the Management Consultancies Association (MCA), launched an initiative to examine why women leave management consulting. Their findings included recommendations on how to address this trend (available as a report for a fee but summarised here), but is there any indication so far that things are changing?
Women in consulting - the reality
Over the previous 20 years, the rate of recruitment of women into the management consultancy industry has increased by 191% according to Consultancy.uk. Despite this, it claims the proportion of women employed in consultancy has fallen from 52.5% in 1998 to 47% at the end of 2018. It is certainly beyond doubt there remain far too few women in senior positions in consulting firms. At the same time as advising clients to equalise their gender representation and reduce the gender pay gap, the UK consulting industry itself has struggled to improve in this respect.
Prism Executive Recruitment’s own experience in seeking to fill senior appointments requiring consulting staff, whether in consulting firms or client-side, is that overwhelmingly candidates, whether applicants to advertisements or prospective search approaches are male. This remains true when roles emphasise work-life balance and family-friendly policies and the inescapable conclusion is that women are simply not in the job market.
Therefore to seek to hire senior female consultants and have “balanced shortlists” is to close the stable door too late. The obvious and better alternative is not to lose the talent from the workplace in the first place.
What is the catalyst for women leaving consulting firms?
Although graduate intake to consulting firms is very roughly equal male: female, this balance does not apply at all levels.
The critical point occurs for women in their late 20s and early 30s, who may have reached the Manager or Senior Manager level. At this stage, there is frequently a conflict between the considerable investment required to further their career, and to home life.  The need to juggle client assignments, manage staff, win new business and network within the firm and with clients often occurs at the same point that women require time out for the family. The apparent incompatibility of consultancy and family life means that frequently the conclusion reached is that a management consultancy job is unsustainable. The direct result is the subsequent under-representation at the most senior levels.
While women typically take a major role in family management and child-rearing and many actively wish to do so, it is clear that for many, the assumption is also that there is in practice no choice. So to ensure all women in consulting (and indeed all employees) have the flexibility to achieve an acceptable work-life balance - whatever that might be- consulting firms need to understand why women leave and consider what changes to their organisation’s culture might reduce this. This will have the added benefit that the retention of ALL employees improves.
Men are of course also keen on work-life balance and a firm who prioritises this will succeed in improving the retention of all employees. Indeed men are increasingly taking shared responsibility, albeit this is happening slowly, and want to take an active role in family management and childcare.
While it is tempting to make an assumption that senior female role models are required men can be role models for women too and indeed this is desirable. To have senior men seen to be prioritising family can make it possible for both sexes to realise it’s ‘OK’ rather than just something the women employees do. Everyone can feel comfortable having conversations about home life and work/life balance without worrying if it is a career-limiting mark against them.
What are the main obstacles?
Research undertaken by Source Global Research and UNIDA Diversity Consulting and sponsored by EY presented valuable feedback from the industry. It identified practical steps to be taken to ensure the conflicts that can face women at a critical stage of their careers can be addressed.
As part of a ten-point framework the findings identified two main factors which the female Managers and Senior Managers interviewed required to remain in consulting:
  1. More predictability around travel and workload
 2. Greater access to flexible working – and acceptance of this by clients
On the face of it, many firms have policies in place around both these, but the interviewees believe they are only available in theory rather than practice.
A framework for change
In order to address these two main issues within consulting, the research identified other factors which need to be in place
3. Continuity of teams to build trust in flexible arrangements
4. Career progression via varied paths, some involving part-time working
5. Clear promotion criteria, not exclusively revenue dependent
6. Support and training around maternity leave
7. Role models and mentoring
8. Recruitment of experienced hires and seeking out female talent
9. Encourage and incentivise partners to change attitudes by working towards diversity targets
10. Empower employees to take advantage of flexible working without it being detrimental to career progression
In order to effect change and ensure more predictability and greater flexibility of working, the report suggested that the factors must be addressed as a whole rather than cherry-picked. All are interdependent.
Their report “Women In Consulting: How To Hold Onto Talent In the ‘Pinched Middle" is essential reading and focuses on the practical steps consulting firms can take today to help women through this tricky stage of their career and life.
Positive progress
Although retention of women remains an issue, it is encouraging to see a number of consultancy firms in the Times Top 50 Employers for Women 2019 and indeed. All of these firms have put gender equality and the wider inclusion agenda as a key part of their business strategy. McKinsey & Company has been committed to inclusion and equality for women for over a decade and the other Big Four firms in professional services are making significant progress in their ability to retain women in their organisations. See here for an article and interview with two female ex-Bain and ex-McKinsey employees about their very positive experiences.
The benefits
It should be emphasised that many of these steps do not require deep pockets or extended HR departments to be put in place. It is therefore well within the capability of smaller firms. There is considerable evidence that more diversity at senior levels improves business performance.
Also, it is clear that many clients strongly favour mixed teams and that asking clients to be more flexible is in some cases pushing at an open door. Smaller firms should not fear that this is mere tokenism by the big firms that can afford it. Indeed there is a case that in practice smaller firms should be better placed to lead with the flexibility and innovative thinking that is required: that is after all one of their primary selling points to prospective staff and clients.
It is certainly true that if an employee, male or female, has established themselves in an environment that works for them, not only will they be content in their work but also very disinclined to consider a move to another consulting firm because of the risk that the work/life balance will be poorer.
Consulting is an industry whose greatest asset is its people and retaining only half of its experienced talent pool is a significant opportunity cost to the sector. The firms who can address the challenges faced by women in consulting will benefit from all the advantages of a more inclusive and diverse workforce including better performance and productivity. It is only by changing the culture and promoting positive behaviours from the top that employers will see real change.
 
For an informal no commitment discussion or advice please email Chris Sale, Managing Director on csale@prismrec.co.uk or call him on 0203 143 5926. Alternatively please use our Contact Us form.
More information about Prism and how we can assist you with the recruitment of management consultants can be found in Our Recruitment Solutions on our website.
 

### “The best candidates aren’t on the job market”: not true!
The belief that the best candidates not looking for job opportunities, unlike those actively seeking new pastures, is an ingrained and old fashioned myth perpetuated by Executive Search firms.
As result candidates frequently express concerns that if they are seen to be actively looking for a job or are between roles it can be unattractive to employers.
Employers, in turn, are led to believe that the really great candidates have to be head-hunted as they aren’t looking for a job (a view especially common in management consultancy recruitment). There can be the perception that good candidates certainly don't apply to "job adverts". This influences their recruitment strategies and makes it more difficult for them to hire.
Active job hunters must be a key part of your talent strategy.
Here are six good reasons why:
 	Passive or headhunted candidates can waste a lot of time if they are on a fishing expedition. They may use a job offer to get a better deal with their current employer or indeed just to see what's in the market to validate their intention to remain.
 	No job is perfect. The active candidate often has more sensible expectations of both the role and the salary and can, therefore, be much easier to attract. Neither of these points tends to apply to headhunted candidates.
 	A headhunted candidate will rarely have any enthusiasm for a swift process. An active job seeker will be keen to get to offer stage quickly and may be able to start immediately if they are not working.
 	Passive candidates take more effort and time to find. Often LinkedIn profiles are out of date, have limited information or are inaccurate. This wastes everyone’s time and adds significant time to the hiring process.
 	A headhunted candidate often calls the shots and can name their terms. That makes an active candidate a much more congenial prospect. Their skills may be highly sought after and you might not secure them at a reduced price but the relationship is more equal.
 	Active job seekers will, of course, be looking at other jobs. But If they take your job offer it will be for the right reasons based on a good look at the market. It doesn't make them more difficult to land than a "passive" candidate.
Remember, an active job seeker may be in the job market for a host of very legitimate and understandable reasons. These days, if they are between jobs because they were made redundant from their last role that hardly ever relates to their performance. They will usually thrive with a new employer.
The role of the recruiter
Employers sometimes seem keen for us to deep dive into ‘passive’ candidate pools without any real understanding of why, or how they might attract or afford such candidates but with a vague feeling that it's what they are paying a recruiter for.
They are not: a recruiter does their job if they find a good candidate for an employer who is right for the role, ideally available to commence work in a reasonable time scale while providing good service, irrespective of their source.
So it doesn’t matter how the candidate comes through the door and often the active candidate is a better bet.
To sum up: embrace active job seekers!
 
For more information on optimising your hiring approach or working with recruitment consultants email Chris Sale, Managing Director, Prism Executive Recruitment csale@prismrec.co.uk, call him on 0203 143 5926 or visit our Client Services page.

### Rejecting a management consultancy job offer the right way
 
With LinkedIn and other social media channels, it is easier than ever to build relationships with business contacts. This also means it is more important than ever to nurture those relationships and treat them with respect.
It’s easy to view an interview and the candidate selection process solely as an opportunity for a company to assess your suitability for a new job role. However, an interview is not just an opportunity for a prospective employer to assess what you could contribute in terms of your skills and experience.  It is also your opportunity to make a decision about whether the role and company are attractive to you and match your aspirations. It’s completely acceptable to go through the interview process, receive a job offer and then make a considered decision to turn that job offer down.
You’ve been through a rigorous, challenging selection process and now have received that coveted offer of employment. The problem is, you’ve decided you don’t want to accept it.
It is likely that there are very valid reasons not to say ‘yes’:
 	Have you got a better offer?
 	Is the opportunity unlikely to lead to the type of consulting work you are looking for?
 	Perhaps the package is lacking?
 	Is the work-life balance okay, or does the new role potentially mean extensive periods of time away from home and your young family?
Prism’s Job Search Survey suggests that “job responsibilities and scope” and “salary” are key considerations when deciding to accept a new role, although “career prospects” are more important than salary package for job seekers in the earlier stages of their career.
You may be wondering how to decline a job offer due to salary?  But perhaps there is still a possibility of an improved offer so don't simply reject an offer if that's the only obstacle.
Whatever the reason, it is vital you handle your decision appropriately and professionally. People have long memories and it is never a good idea to act discourteously or unprofessionally in your working life. This is particularly important when, for whatever reason, you are turning down a job opportunity or resigning.
5 key considerations when rejecting a management consultancy job offer:
1. Timely response
Whilst you have decided the job on offer is not quite right for you, it is likely that other candidates are also under consideration. If you are confident in your decision not to accept the offer, it is polite to let the company or recruiter know as soon as possible to give them the opportunity to offer the role to another candidate.
2. The personal touch
With our busy lives, it is tempting to fire off an email indicating your decision to turn down a job offer. Consider how this email may be received.  Is it not more constructive and professional to pick up the phone and have an honest open conversation?  The hiring manager has invested time in you during the hiring process; it is a courtesy to return that consideration and make direct contact. The same basic rules apply when you decline a job offer over the phone.  If for some reason you decide that an email is a way forward in rejecting a job offer, make sure it is well written and free from typos and grammatical errors.
3. Be professional
It is essential when you reject a job offer to maintain the same level of professionalism that you displayed during the interview process. You should aim to leave the process with your professional reputation intact. Be clear in your reasons for declining the offer albeit lots of detail is not required. If you have an alternative opportunity that fits more clearly with your career aspirations or seems a better cultural fit, it is fine to say so. Equally, if you like the company but the role is, for example, more business development and growth than you anticipated, that too is fine to share. How to decline a job offer by email? Email is fine but be careful to address it to the correct people and only include directly relevant recipients.  How to decline a job offer over the phone? It is unwise to decline a job offer immediately over the employer or recruiter's call: this could be interpreted as rude and in any event, it is wise to fully consider the nature of your response.
4. Keep the door open
So how to turn down a job offer but keep the door open? Be sure to keep the conversation light and positive.  You may not want this particular management consultancy job; that doesn’t mean your professional paths won’t cross in the future or that the company won’t offer opportunities to which you are better suited down the line.  Be sure to thank your contact for their consideration and time.
5. Stay in touch
The majority of professional people are now on LinkedIn. Many career opportunities are developed through personal networks rather than through applications on a job board.  According to our recent Job Search survey, 77% of management consultants cited their own network as a channel for identifying job opportunities. Even if you have declined a job offer, it is likely you and the hiring manager work in a similar industry or function.  Send a personalised connection request to the hiring manager, or the individuals you made contact with during the interview process. In this way, you can turn down a job offer but keep the door open in the event that a more attractive role is advertised.  It’s always a good idea to touch base with your connections from time to time. This allows you to leave yourself open to communication and opportunities for the future.
Another thought...
How to reject a job offer after accepting? There are on rare occasions reasons why you need to change your mind. This should never be done lightly but think of it this way: sometimes the only thing worse than letting people down is to start a job from a sense of obligation, regretting it and ending up leaving. It needs careful handling: a call is not essential and may be unwise but a tactful, thoughtful and yes contrite email is essential. Put yourself in the recipient's shoes. An overly convoluted explanation is not required but a curt sentence is inadequate.
If you are looking for your next step in management consultancy please see a selection of our current vacancies and find advice to help you with your job search in our candidate services blog.
 

### How to handle a counter offer
How should a job seeker handle a counteroffer?
The dilemma of what to do when presented with a counteroffer is age-old. Perhaps having felt unhappy or undervalued in your current role, you made the decision to look elsewhere. You landed a great position, but when handing in your resignation you are made an offer by your current employer that makes you hesitate. What do you do now? Although this scenario is all too familiar, no two sets of circumstances are identical. There is not always the right answer.
How to avoid the dilemma
A counteroffer can present an unwanted dilemma, especially if your job hunting began as an impulsive decision. Before you find yourself in such a situation step back. Think hard about why you are dissatisfied before returning to the job market. A discussion with a reputable and experienced recruitment consultant or a trusted mentor or friend may help you pinpoint and evaluate your grievances and dissatisfaction with your current position. Browsing job boards may also help you get a feel for the market and whether there are better roles available. However, beware that the grass on the other side of the fence can always look greener!
Having established what is most important to you in your role and from an employer, you may be able to address these issues without a move:
 	Consider approaching your boss or mentor to express your interest in long-term career planning. Discuss where they see your career going and what opportunities may be available for your development.
 	Raise any dissatisfaction you have in a constructive way. For example, if a lack of training opportunities is frustrating, ask whether there may be any opportunities to improve a specific skill or workshops you can attend. You may be surprised by the productive nature of such a conversation which doesn't require hinting that you are considering a departure.
 	Think about whether your firm genuinely has a track record of helping its consultants to achieve their career and development potential. HR teams and your boss may talk a good game when it comes to personal and career development but is there evidence that’s the case?
Once you have a clearer picture of your future at the firm, you can be surer of whether a move is needed for you to achieve your career goals and confront your frustrations. Confident that a move is right for you, you need not fear the dilemma of a counter offer.
How to make the most of a counteroffer
Have you already reached the point of a counter offer which has piqued your interest? Consider the following in order to make the most of it:
 	Make sure you know your worth. Contact recruitment firms and look on job boards to establish salary expectations. In doing so, you will be in a stronger negotiating position. However, you do not want to oversell yourself. This could put you in a worse position down the line. If potential employers are put off by your price tag you may find yourself unable to justify your salary and therefore be frustrated by the lack of future career opportunities. Or you may be overpriced in your current role and vulnerable to future redundancy or to be on the bench.
 	Think about how valuable you are to the firm. Are you a strong performer, frequently getting outstanding reports on appraisals? Are you an irreplaceable specialist in your field? If after honest self-evaluation the answers here are no, you may not only be in a weak position but might also wish to view the counteroffer with suspicion.
 	Discuss more than just money. If it is a lack of interesting work, career development, training opportunities or mentoring support that you are dissatisfied with, raise it. Do not make your decision based solely on a tempting salary.
 	Ensure your thought process is pragmatic and systematic.  It is time to divorce emotion and think about the facts.
Some caveats
Although there is not always a clear answer there are a number of very real downsides to accepting a counteroffer. At Prism, we believe the following points should be given serious thought before doing so:
 	 Think seriously about why it took your resignation for your company to respond. Do you believe you are a valuable asset and feel your employer overlooks your worth? Perhaps you would be better off in a company more proactive in recognising and rewarding achievements.
 	A harsh truth is that sometimes firms make counteroffers in order to buy themselves time. Having revealed yourself as a flight risk, they may take steps to replace you with someone else in due course.
 	Having threatened to leave, things are unlikely to be the same. You may find tensions not only with your bosses who may perceive a breach of trust but also with colleagues. They may consider your enhanced package as disloyalty rewarded. Although you might not feel your decision to leave is personal, your boss may not agree. Entrepreneur James Caan says “You also have to accept the possibility that you’ll never feel a part of the ‘inner circle’ again and it may be tough to overcome the stigma with colleagues who might resent the new deal you have negotiated for yourself.”
 	Depending on what stage of the recruitment process you have reached with your prospective employer, be wary of letting them down. Think long and hard about whether the counteroffer is worth the harm you could do to your career and the strength of your contacts. We often advise candidates that networking can be one of the most useful means of finding a new role so do not underestimate the potential negative power of word of mouth too.
 	As Helen Pedder of ClearSky Business, a specialist in supporting small and medium businesses, explains, "More than 60% of UK-based employees who accept a counteroffer end up leaving the organisation in question within six months anyway". A counteroffer may sound wonderful at the time but once the dust has settled, you may find nothing has changed. A year later, you may be as frustrated as before, having missed out on a great opportunity.
You may feel that just one of these outweighs the merits of a counteroffer from your current employer.
Remember...
Whatever you decide, make sure that you act gracefully. If you wish to leave, there is no harm in expressing appreciation of your company’s attempts to retain you. This is important even if you suspect their offer is primarily the result of a desire for convenience. Equally, if you receive an offer you cannot refuse from your current employer, remember that the way you turn down a prospective employer may leave a lasting and influential impression.

### Management Consultancies Association MCA Awards 2018
Prism was delighted once again to sponsor the category ‘Best Newcomer’ at the Management Consultancies Association MCA Awards 2018.
Congratulations to the winner in this category, Simon-Kucher & Partners who were also highly commended in the Commercial Excellence category for their work on the London 2017 World Athletics Championships.
We would also like to congratulate two other firms who were Highly Commended in the Best Newcomer category, Coeus Consulting and Jacobs.
The event was as ever very well attended by a wide range of firms and their clients and effectively displayed the breadth of talent in the consultancy industry amongst all the finalists.
Natasha Kaplinski was on excellent form as the Master of Ceremonies and was very amusing, irreverent perhaps but never disrespectful! She also did an excellent job of herding cats and keeping everything broadly on time.
The event also raised a fantastic sum for Sponsors for Educational Opportunity (SEO), the official charity partner for the 2018 MCA Awards which provides educational, training and mentoring support to provide career access to young people from ethnic minority and poor socioeconomic backgrounds.
Although the nature of these events is that there were a few disappointed diners as not everyone could win, it was most definitely an excellent and enjoyable evening.
Thanks also to the MCA for organising and hosting the event.

### How to beat the Talent shortage
When there is a shortage of good talent, it is important to tailor your recruitment strategy accordingly. If there is a surplus of good candidates, firms are able to pick and choose. However, this is rarely the case in management consultancy recruitment and a more structured approach is required. So what are the key steps to success?
1. Recruit strategically as well as tactically
There will always be projects to be staffed, attrition to be backfilled and general headcount targets to be met. It is entirely sensible that tactical recruitment should be the priority. However good people who can enrich the gene pool, build business for you and be future leaders are so hard to find that you need a headcount model that can find space for great people.  Even if there is no active hiring need.
2. Look at your recruitment through the eyes of a candidate.
Candidates who are keen to work for you may not be dissuaded by a horrible recruitment experience. However, the non-brand name firm doesn’t always have that luxury and must impress from the outset. Even the firms who may appear to have candidates always knocking on the door still risk losing the best people to the competition. Unless they ensure a great candidate experience they may never attract the real superstars. There is an illusion of popularity which may foster complacency but the largest employers have a different hurdle to overcome, namely candidate preconceptions.
To be attractive to candidates make sure that you:
 	Write enticing advertisements and job descriptions
 	Make it easy to apply: does your website have a clunky off-putting process?
 	Respond to all applications – direct AND agents. The candidate doesn’t differentiate.
 	Make sure the interviewers and the interview process will impress
 	Manage expectations
 	Try and add the personal touch
Your recruitment process is a showcase for your business. That applies not only to the one person who you get on board but also to the ten or twenty you don’t.
3. Recruitment lead time
Assume it will take six months and be pleasantly surprised if it is quicker.
There are many variables but our experience is that from the first phone call to the candidate commencing is typically six months, often longer. Hiring can be considerably quicker of course! There are obvious “unknowns” – the time taken to actually identify a candidate even before the interview process starts and their subsequent notice period being the obvious ones but lots of other incremental factors can make weeks become months very quickly. The key point is if you are on the front foot with an efficient process you are more likely to land your preferred candidate, who will be able to start sooner.
4. A good hire could generate as much business for you as a good client so make it the same priority
Consultancy firms quite rightly view client development and client servicing as the top priority. They devote a lot of time and resources to it. However, if there is acceptance of the direct and indirect financial value of a good employee  then getting good people should demand similar resources and attention. Take care that recruitment processes and decisions don’t play second fiddle to client work. This causes delays reviewing and responding to CVs, finding availability for interviews, cancelling and rearranging interviews. All of which extends the recruitment process and makes it less likely you will hire the best candidate.
5. Make sure your recruitment process helps rather than hinders hiring
A clear process is critical to quality hiring. But, like all processes, it needs to be constantly reviewed to make sure it’s fit for purpose i.e. it does the job it’s supposed to. And on occasions, it may need to be bent out of shape completely to get the best candidates. Nothing impresses a prospective hire more than knowing you are able and willing to be flexible if there is a good reason.
6. Be smart in your recruitment strategy
Of course, you want to save on recruitment fees but you also want the best candidates. That always has, and always will, present a conflict.
Some employers have a blanket ban on paying recruitment fees but our own surveys of employers suggest that these firms are more likely to fail to meet their own recruitment targets. With obvious implications for the success and profitability of the firm.
There is logic in the use of internal recruiters to both manage the referred and inbound candidates and also to do active candidate sourcing. If you can afford the fixed overheads.
It should be recognized however that they are not miracle workers and there will always be roles they struggle to fill or peaks of demand they can’t manage.
The sensible use of third parties can make a real difference to your ability to find and attract good candidates and many successful firms employ a hybrid model which selectively engages external recruiters.
7. Get the best out of your recruitment agency
If you are using agents to fill the jobs you can’t fill yourself, they won’t necessarily do so either unless you make it attractive to them because they are picking lower hanging fruit elsewhere.
The time they devote to finding candidates for you will be directly proportionate to their perceptions of how likely it is they will get a fee and the size of that fee, compared with other clients’ roles they are working on.
Contrary to popular belief however many recruiters are not just motivated by the fee: most want to do a great job!  But the reality is that they have to make a commercial return on their activities too.
Recruiters will be actively evaluating your firm and your role against a long list of “qualifying” criteria!  Much the same as you do with your own sales pipeline in fact.
So, for example if you take the view that using five agents will help you find five times as many candidates, that’s not the case. They will each be devoting a much-reduced amount of effort to your vacancy and probably fishing in the same pool of active job seekers. because they consider it 20% as likely they will get a fee.
There are two types of recruitment: Retained and Contingency. In the latter, their fee is ‘contingent’ upon them placing a candidate with you, hence the name. It is also known as ‘success only’ recruitment.
With contingency, you are essentially saying to the agent – work for me for free in the hope of getting paid. That’s fine but don’t be surprised if the response of the recruiters reflects that so perhaps consider giving the recruiter a period of exclusivity to improve their chances.
You could also consider retaining the agent: retained recruitment doesn’t these days have to involve paying large amounts of cash up front in the hope of a return. It doesn’t have to involve a larger overall fee.  However even a small retainer fee, which might not even cover the recruiter’s research costs, will still make your hiring the absolute top of their priority list.
This is because they are more likely to find you an excellent hire. So both sides are happy!
To discuss any aspect of your recruitment process and strategy please contact: Chris Sale, Managing Director, Prism Executive Recruitment – csale@prismrecruitment.com  www.prismrecruitment.com
 

### How can a smaller firm hire great consultants? Prism's 6 point plan.
Prism Executive Recruitment is delighted to sponsor “Best New Consultancy” category at the 2018 MCA Awards for a further year.
We have a particular expertise in helping high growth SME firms with management consultant recruitment.
But how DO you find great people and future stars to help you grow your business if you’re a smaller, non-branded firm?
Prism has 20 years’ experience in precisely this field.  Here are our tips:
1. Network network network
When you don’t have a brand name and saving cash is a priority, people may well join the business based on the founders’ charisma, commitment and vision but only if they get to hear about you. Therefore, make sure your early hires have the same mission as you to evangelise about your firm and spot great people. You might consider incentives (hopefully they won’t need them!). It doesn’t have to be lots of £££ as a great meal at somewhere fancy is a nice “thank you” and much less expensive. There are lots of routes for marketing the firm amongst potential hires of which a LinkedIn presence (blogs, comments, articles etc.) is the best example.
2. Ongoing recruitment
Always be recruiting: really great people don’t come along, conveniently, just when you are about to land a project to staff them on. You don’t necessarily have to hire them immediately but you should always be on the lookout for potential staff.
3. Develop a great candidate experience
There are a multitude of ways you can differentiate yourself from bigger firms. An easy one is to be much better than them in impressing a candidate and making them feel you’re a dynamic organisation with a culture that cares about people.
4. Be clear about your employer Brand and Proposition
You are doubtless good at articulating your USPs to prospective clients and similar thought and care should go to finding great talent. Put yourself in the shoes of the job seeker and give potential candidates compelling reasons to work for you! Brand is important to candidates. In particular, capitalise on the advantages small management consultancy firms can have over large firms: more visibility with clients and employer, big fish in small pond - more scope to have a say/influence, variety, responsibility, not stuck on vast projects, equity?
5. Flexibility
Be flexible: that’s another advantage a smaller firm has. Amongst other things this can mean the type and depth of experience (think: hire character/train skill ) you really need in an applicant, the speed of the recruitment process and what package you can offer (think benefits, especially work/life balance).
6. Recruiters
There are good reasons for considering a specialist external recruiter. They have access to a large database of potential candidates and a much better network than you. They can be an excellent ambassador for your brand with candidates who might otherwise never consider contacting you or responding to your advertisements and LinkedIn approaches. They can help with your Diversity objectives and a good recruiter can also save you a lot of time. And the best news is you don’t have to pay them a penny unless they find someone! Prism Executive Recruitment is one of the most experienced firms in this market and we have a strong understanding of the needs of smaller firms and their recruitment challenges.
 
For an informal, confidential,  no commitment discussion or advice please email Chris Sale, Managing Director on csale@prismrec.co.uk or call him on 01344 636 443 (direct line). More information can be found at www.prismrecruitment.com

### Candidates: avoid these common mistakes!
In 20 years at the front line of working with talented candidates, we’ve seen quite a few howlers at Prism Executive Recruitment but some mistakes come up again and again.
 
Here are the 7 most common errors when applying for a job:
1. Ignoring the job criteria.
Many job applicants miss out on one or more of the ‘must-haves’. “But I have nothing to lose by applying: why should I care?” Contrary to popular belief most applications are read by real people so if you’re cheesing them off that’s not going to be advantageous if you then apply for a job you ARE qualified for. Also, you might think of yourself as pretty resilient but do you really want to receive rejection email after rejection email? If you know you have the right management consultant experience and you can meet all of the 'essential' and most of the 'desirable' criteria then you should apply. Otherwise, hold off. The wait may be worthwhile. If you really want the job but can't say you do have all of the must-have skills, then perhaps consider getting in touch. At least this won't annoy them and they may be understanding.
2. The CV is too long.
It should be ideally 2-3 pages, yet we receive many CVs much much longer. If you consider carefully what that might say about you, you’ll conclude it’s probably not good. See our guide to writing a great CV. Should you produce a CV that is much longer, ask for some advice before you submit it. A pair of fresh eyes may help you to find a way to cut it down. If you really want that consulting job, don't dismiss all of these extra little steps as they could make the difference.
3. The CV doesn't list employers and jobs, ideally in reverse order
Most CV reviewers simply want to see what you’ve done and when you’ve done it and that’s really the point of a CV. Anything else makes it difficult and means they’re more likely to move on to the next applicant. Competency-based CVs are a major turnoff. They will want to see the experience clearly without having to do their own digging around. So be specific with your consultancy experience and the person reviewing your CV may be less likely to put it in the reject pile.
4. The CV has mistakes including basic typos.
As per the above comment: “consider carefully what that might say about you”. Why would an employer want to hire you if one of the most important documents in your professional life has errors? Attention to detail is a trait that is required for so many jobs. Having typos could indicate that you are not thorough, don't prepare or are simply careless. If the job is high-pressure and you have to juggle projects or tasks, simple typos could suggest you wouldn't be able to cope.
4. LinkedIn is not up to date and/or not similar to the CV.
Many people don’t realise that almost invariably if your CV is of potential interest to a recruiter or employer they will look at your LinkedIn profile. It will put them off if they can’t find one, or it doesn’t tally with your CV, or it’s out of date, there’s an unprofessional photo or it has other aspects which raise a flag. Note LinkedIn shouldn’t be a replica of your CV either. This isn’t about so-called “social media snooping” but basic good sense! These days professionals are expected to look after their brand. A candidate's brand has value to an employer as well as the individual. If you have the time think about how you use LinkedIn as well as simply listing your experience. If you are actively looking for a job or in the process of an application, consider using LinkedIn to further demonstrate your relevance or suitability for the role. They may look at your recent activity and while it wouldn't necessarily speak against you for having nothing there, being more active could be a benefit.
5. Talking too much.
This applies to the phone or in person. We can all overdo it a bit, especially when nervous. However, being overly loquacious suggests a lack of emotional intelligence and ensures that the really good points you are making get lost.
6. Showing up late.
Does this really need any explanation? It is rare that candidates arrive late for a face to face meeting. However, it’s much more common for applicants to be on voicemail at the agreed time for a telephone interview. Some people think it matters less but it still inconveniences the interviewer to a similar degree and makes an awful impression. Possibly disrespectful and at worst poor organisational skills and/or not interested in the job. There is rarely a plausible excuse for not getting a message to the interviewer.
7. You're unprepared.
At Prism we brief all our candidates thoroughly but we regularly get the impression that we’re raising points that weren’t on the applicant’s radar. These days all candidates are expected to be thoroughly prepared so the challenge is to stand out!
 
Many of the roles you will be applying for generate a large volume of responses: use these simple tips to turn the odds in your favour!
 

### Twenty years in recruitment: what has changed and what hasn’t?
 
"The more things change, the more they stay the same". Never more true than in recruitment.
Prism is twenty years old this month! Some of the changes in this time have been astonishing and not just the obvious ones that everyone thinks of e.g. mobile phones and the Internet. But many aspects of recruitment haven't changed at all.
Some observations and recollections from founder employees of Prism about 20th-century recruitment:
 	£13,500 for an advertisement in the Sunday Times about the size of a Samsung ‘phone! £62,000 for half of Page 1. And those were Prism's reduced rates. Using print media for recruitment seems nonsensical now but in its heyday the Sunday Times often had 26 pages or more of broadsheet advertising every week. Prism incidentally was a top 10 advertiser by the end of its 1st year.
 	Ringing switchboards to try and get names for a search “long-list” to then head-hunt call..
 	Search is no longer something especially different or mysterious. All recruiters use LinkedIn and most approach candidates “cold”. In 1997 only head-hunters did that.
 	Piles and piles of CVs arriving in the post and all being carefully processed, answered with letters printed off AND SIGNED and then filed. Email applications were an oddity and of course always printed off. Amazingly the three founders distinctly recall debating whether having email was a priority for day 1 of the start-up!
 	No LinkedIn (founded 2003)
 	No Google (founded 1998): Alta Vista was the main search engine. Also briefly “Ask Jeeves”.
 	Limited internet recruitment advertising which was mainly of IT roles (Jobsite was founded in 1995)
 	An expensive dedicated 56kb ISDN line for internet access and home modems making silly noises
 	The dominance of agencies and executive recruitment firms: the role of internal recruiters and outsourcing (RPO) was quite limited
 	Preferred Supplier Lists were much less prevalent and rarely enforced
 	The only available information on a Company was often the Annual Report which had to be sent via snail mail.
However many things haven’t changed in recruitment and probably won't:
 	The real value to candidates and employers of quality recruiters with market knowledge,  integrity and the ability to add wise counsel. And the  dearth of agencies that have them!
 	The  gulf between a well-managed executive recruitment process conducted by experienced  high integrity recruiters and the standards widespread in much of the same industry.
 	The importance of long term relationships with people. Relationships with companies are important but it’s people that make a decision to work with a recruiter.
 	CVs are still the best tool for an initial candidate assessment: for better or worse CV format and style has changed little. Errors still ubiquitous.
 	Candidate interviews are still at the heart of a recruitment process and involve one human evaluating another’s fit with a role and employer. Ancillary stuff e.g.  assessment centres and psychometrics have changed little too, although the latter can be done online which is a huge time saving.
 	The competitive advantage to employers of providing a positive candidate experience.
 	Technology is no substitute for speaking to people and face to face meetings. Whatever LinkedIn might have us believe you can’t network effectively via email and social media.
 	Despite the benefits of technology the timescale of recruitment processes remains stubbornly slow, especially in many Executive markets.
The demise of recruitment firms has been foretold again and again but at heart the oldest cliché in the book still rings true.  It’s a people business and looking after people, whether employees, candidates or clients will always a differentiator that ensures the long term success of any quality recruitment business.
Prism Executive Recruitment is 20 years old this month and still going strong, providing excellent service to management consultants and organisations that employ them.
I am indebted to my co-founders Jerry Wright and Keith Evans , our first consultant hire Martin Hancock and  also Sheila Bradbury from our current team for their recollections.
Finally a warm and heartfelt “thank you” to all the hiring managers, recruiters and candidates that we have worked with over the years. We couldn’t have reached this milestone without you!
 
 

### Prism celebrates 20 years at the forefront of Management Consultancy Recruitment
It is 20 years since Prism Executive Recruitment was established in 1997 and the perfect excuse to get employees past and present together to celebrate its success.
Chris Sale, Managing Director, reminded everyone how recruitment had changed over that period with many aspects unrecognisable. However, the pervading theme was that Prism has always put clients and candidates first and works closely with each in order to fulfil its promise to deliver exceptional service and to “find exceptional consulting talent”.
The personal service Prism prides itself on and relationships built up over the past 20 years (both within and outside the firm) are greatly valued, in particular by small and medium-sized consultancies. Clients can not only be assured they have access to the best available talent, but also expertise and advice on how to ensure they can best manage recruitment over the long term.
This is endorsed by the firm’s valued partnership with the Management Consultancies Association and that it’s the only recruitment agency to win Top Consultancy’s Recruiter of the Year 10 years running
Prism alumni have fond memories of their time at Prism, and everyone enjoyed catching up with ex-colleagues. So successful was the event, that it was agreed the next get together should take place in the not too distant future!
Many thanks to Caroline Boston and Chris Sale for organising the event.

### Curzon & Company announce senior marketing appointment
 Congratulations to Lucy! Prism Executive Recruitment is delighted to have assisted Curzon & Company with the appointment of Lucy Blanchard as their Global Marketing Manager.
Curzon & Company is an award-winning strategy and transformation consultancy established in 2002, based in London. They have been recognised at the Management Consultancies Association’s Annual Awards for the last three consecutive years and boast an impressive client list of blue-chip organisations. Lucy, whose most recent role was with Paris-headquartered consultancy group Ayming, is looking forward to the challenge and opportunity of contributing to Curzon & Company's ambitious growth plans.
As an experienced and long-established executive recruitment firm in the management consultancy sector, Prism was well-positioned to work with Curzon on this senior appointment. In any consultancy, having the right people in key functional roles is vital to the overall success of the business.  Our experience and relationships in this sector mean that we understand the specific operational challenges faced by growing consulting firms and the type of skills and experience that candidates need to be successful.
 
If you wish to discuss how Prism Executive Recruitment can help with your recruitment please contact us on 01344 636 426  or csale@prismrec.co.uk or visit our Client Services page.
 
 
 

### Management Consultancy Firms’ recruitment can be improved
 
We get so used to the frustrations of slow and extended recruitment processes and myriad other impediments management consultancies put in the way of hiring great talent that it’s easy to forget:
It doesn't have to be like this
I am reminded of this every time I recruit for a corporate seeking consultants. It’s often just wonderful:
 	We take a brief.
 	We find relevant candidates and send CVs.
 	They respond swiftly (perhaps the same day!) with feedback and interview options, sometimes in the next day or two.
 	Once they’ve met the candidates they give immediate feedback with further interview options.
 	After two or three stages (some of which may be using Skype/other video conference) they make a decision. And the offer won’t be the minimum they think they can get away with.
Ah yes but it’s different you say: they don’t have clients. No, but they do have board-level jobs running companies and therefore equally packed diaries and priorities to juggle. So why can many corporates run a straightforward process that delights candidates and secures great people when consultancies find it so difficult? Is this simply a case of "cobbler’s children" or is there something more fundamental?
Perhaps despite fine words about the importance of finding and hiring great people (“our firm’s future”), it’s actually not very high on people’s priority list.
I’ve been recruiting for management consultancy firms for over 20 years now and it’s always been the same. The huge changes in recruitment technology since then have, alas, not made one iota of difference to the problem.
I came across an old presentation I gave to a group of management consultancy recruiters. The presentation made these points, albeit in less controversial tone. I emphasised the huge competitive advantage that firms could gain from doing things faster, smarter and better. It remains true. Especially for smaller firms which don't have the brand but can more than make up for it with an agile recruitment process.
Who knows: with hiring that made filling jobs easier, they also might even be able to persuade recruitment agencies to lower their fees!
 

### Candidates: why are you getting rejected?
Candidates are rightly seriously hacked off with the whole job search process. It’s impersonal and soul destroying with standards of behaviour often more like the lower reaches of estate agency than a real “profession”.
These comments apply to “in house” recruitment as well. In particular how did we get to a situation where it seems universally acceptable not to respond to candidates? (Prism always do so by the way).
Perhaps a couple of clues
This week I had an application for a £120,000 Supply Chain Consulting Director job from a gardener. He is probably a very good gardener but he does not meet any of the stated mandatory requirements.
A few weeks ago I received an application from a candidate and a week later he sent me a  chase email: “It looks like such an awesome job and perfect for my skill set”.
He then received my reject email which he queried, very politely, asking “where am I going wrong?”
My answer was that he did not have two of the four “mandatory” requirements.  A glaring error in the spelling of the name of one of his employers was a further negative.
So where am I going here?
Firstly this person was genuinely baffled as to why I had rejected him and the answer was staring him in the face. This is not unusual: over 75% of applicants do not meet all the requirements we state as "mandatory". In the case of this particular job, key words like healthcare/digital and marketing seemed to generate response from candidates who had worked as healthcare professionals, web designers and marketing managers. Almost all applicants ignored the requirement for consultancy experience. The result was a frustrated recruiter and many disappointed applicants.
So before you apply for a job ask yourself, honestly, whether you meet the stated requirements. If it says something is “preferred” and you don’t have that skill then go right ahead and reply. But don't if the advert states “essential”, “mandatory” or “must have”. Trust me: the employer/recruiter has thought long and hard before using those words/phrases and isn’t going to change their mind when presented with your CV.
Secondly: check your CV. And if you think you have done so then get someone else to check it too. Especially capitalised words which spellcheck doesn’t pick up
Finally, although I think that it is unacceptable not to reply to applicants, part of me wonders if candidates bring this on themselves. Because so many “chance their arm” or  don’t read the advertisement recruiters and employers don’t have the time to respond to the hundreds of candidates who apply to some roles. Or worse: perhaps they believe that because the candidates have clearly wasted everyone’s time they don’t deserve a reply.
The overall result is that everyone loses.
 
 

### Prism Executive Recruitment awarded Top Management Consultancy Recruitment Firm 2017
For the tenth year running Prism Executive Recruitment has been awarded “Top Management Consultancy Recruitment Firm” by Top-Consultant.com. (Top-Consultant.com Management Consultancy Recruitment Channel Report 2017). We are gratified that our dedication to quality recruitment and exceptional service has been recognised within the highly competitive management consultancy recruitment sector.
Prism Executive Recruitment is the only recruitment firm to have featured in the top 10 recruitment firms in the Top Consultant Recruitment Report in each of the last ten years.
In addition to winning an award for Prism as a whole, Chris Sale and Caroline Boston each received individual awards in recognition of the excellent and professional service they provide to both clients and candidates.
Chris Sale, Managing Director of Prism, was delighted to receive both the company award and the individual award for “Top Management Consultancy Recruiter”. Chris commented, “We make a point of working closely with our clients and candidates to deliver exceptional service characterised by openness and integrity. It’s very gratifying to have our hard work and professionalism commended with these awards. We also believe this is great news for our clients and candidates who can be even more confident they are dealing with the best recruiters around. Thank you to everyone who voted for our team.”
Chris Sale is the only recruiter to have been awarded “Top Management Consultancy Recruiter” in the Top Consultant Recruitment Report in each of the last ten years.
With approximately 1000 respondents providing comments and opinions, the Top-Consultant.com Management Consultancy Recruitment Channel Report 2017 provides the definitive insight into both the current situation and also historical trends in recruitment within the Management Consultancy and IT Consultancy sectors.

### What’s the market like? Management consultancy recruitment post-Brexit
 
The sky hasn’t yet caved in and the plagues of locusts have yet to arrive but what is the current state of the management consultancy recruitment market, especially for permanent hires?
The simple answer is that after a dip in the summer, pre and post-vote, it remains steady albeit not buoyant.
In the management consultancy sector, more than many others, recruitment is about confidence: if business leaders are sure of growth they will be willing to hire people to go on the bench secure in the knowledge they won’t be there long. If less optimistic then they might still hire against specific projects, confident that they will have new clients and assignments when those finish.
However, If there is great uncertainty the business might have utilisation through the roof but will turn away projects or use associate staff rather than increase permanent headcount.
Uncertainty will also, of course, influence their clients’ willingness to sign off consultancy spend, often seen as non-essential and easy to delay, which will have a direct impact on a firm’s fortunes and hiring plans.
In addition, firms will become more risk-averse: even if they are hiring they will only take a round peg to fit a round hole and will be cautious re salary offers.
The other perspective, of course, is that of the candidate: negative perceptions of the job market combined with their view of the risks of a move compared with relative security of staying put can reduce candidate availability significantly.
Which creates the paradox of fewer jobs but also difficulty in hiring.
An excellent infographic above from Source Global Research originally published in the summer but updated this week provides a very authoritative albeit mixed view:
 	70% of consultancies think business confidence will be negatively affected
 	48% are worried about the job security of their employees
 	27% say clients have cancelled or postponed projects
 	However, 55% expect consulting use to increase.
 	Only 21% have delayed recruitment decisions.
Interestingly their clients are more cautious: 38% having cancelled projects, 42% have delayed recruitment decisions and 36% are using fewer consultants.
Source’s opinion is that “there’s been a clear move into action mode” might bode well for consulting firm’s hiring plans.
In October the Management Consultancies Association in "Consulting Excellence after Brexit: Quarterly EU Survey findings" commented “Consulting firms are already reporting adverse effects” and “Project delays and general confusion or uncertainty were prominently listed as early impacts to the UK economy by consulting firms”
There is no definitive recruitment data for the consulting sector as yet but the authoritative monthly “Report on Jobs” for November suggests a mixed picture but certainly not doom and gloom.
Jo Chantry, General Manager of Top-Consultant.com commented “After an initial dip in July, recruitment is now back to normal for this time of year”
Prism’s experience of the market is reflected in new vacancies and placements as well as the numerous strands of information we gain from discussions with candidates and employers. It is clear that there was a marked dip in the summer: the usual quiet August was backdated into July and June.
However, the market has picked up since albeit it remains cautious. In particular, we find that some candidates, even those of high quality and with marketable skills, are less busy with applications and interviews than we would expect. This is especially true at more senior levels.
Candidate supply has held up and although skill shortages remain there is no evidence of large scale “hunkering down” on the part of management consultants.
For further information on the current Management Consultancy recruitment market please contact Chris Sale, Managing Director at chris.sale@prismrec.co.uk 
 

### Management Consultancy Recruitment Survey 2016
The results of Prism's 2016 annual Management Consultancy Recruitment Survey.
We canvassed twenty-three SME consulting firms, typically in the 15-250 employee range.
Key findings:
 	All firms participating in the survey aim to increase their headcount in 2016, most by 30% or more, however more than half had failed to meet their hiring targets last year.
 	A significant increase in direct hiring is expected, and a correspondingly reduced role of referrals. Direct hiring is however acknowledged to be difficult, time consuming and slow: it is likely firms will remain resource constrained.
 	Use of agencies remains static but benefits are acknowledged including market knowledge and swifter access to a broader range of candidates than either direct or referral methods.
 	Competition from larger firms and Big 4 is in some cases driving salaries above ‘market rate’, with some smaller firms finding it difficult to compete.
 	The results identified specific areas of difficulty including: attraction and retention of Millennials; brand awareness amongst candidates; scalability and the attraction and retention of women.
The survey confirmed that there is a continuing skills shortage in the management consultancy market, which shows no sign of improving. However on a more positive note, by virtue of their culture, flexibility and less bureaucratic structure there is potential for smaller and independent firms to be at the forefront of a paradigm shift in the way management consultancies accommodate their employees’ expectations of career development, monetary reward and work life balance.
See the full Management Consultancy Recruitment Survey 2016 report here

### Six customer service disasters: do management consultants do these?
There is always a lot written about customer service and there is no doubt that firms large and small have raised their game considerably in the internet age: that is when it comes to dealing with members of the public.
It is my conviction that the B2B sector now lags a long way behind. Perhaps 15 years ago the standards were much better, relatively, but they haven’t really changed in the meantime.
Mine is not a huge business (perhaps that’s where the problem lies!) but we have several key suppliers: out of cowardice and because I don’t want the disruption of any service suspension I will avoid naming names or indeed the services supplied. None of them are management consultants! Suffice to say they are all “OK” but almost always fail to impress, let alone give me the impression that my business matters to them. I should say at this point that we usually pay upper quartile for these services and we always pay on time!
My chief gripes about customer service in no particular order:
1. Never saying sorry.
OK we all screw up but I think it’s not a sign of weakness to apologise. Quite the reverse. But mediocre suppliers never apologise. We found one had been overcharging us: it was a mistake (I think!) but when we pointed this out they didn’t apologise. Rather they gave the impression that we were rather inconveniencing them by getting them to change their billing.
2. Lack of response to emails.
I don’t expect instant response but, unless there’s a good reason, I think a working day (not same day) is plenty of time to response to a simple email from a paying client. More complex queries might take longer but the email should always have an acknowledgement. Our suppliers rarely achieve this. Some emails require more than one reminder to get a reply.
3. Lack of flexibility.
One supplier is, for technical reasons, unable to provide an adequate customer service: I understand the reason and am tolerant. What I resent, massively, is no flexibility on the amount they are charging me which of course was based on the assumption that they would be supplying the services in full.
4. Poor response when the proverbial hits the fan.
Occasionally things go badly wrong. In that situation you’d like to think that superhuman efforts were going in to sorting it out together with frequent updates and apologies. Nope: the suppliers in question hide and are characterised by even less communication than usual.
5. Lack of account management.
Apart from irritating tick box emails no one ever sits down with me and asks me what I think. I don’t want to put all of the above in writing (see below) but I do want to occasionally get things off my chest and get the impression someone “gives a damn”. Suppliers should remind themselves how damaging complacency can be.
6. Over promise and under deliver.
Often it’s not the obvious major examples that annoy the most, but the smaller ones that cumulatively add up and give a bad impression. Especially “I’ll get back to you by close of play/tomorrow/end of the week (delete as appropriate)”
So the obvious question is why don’t I vote with my feet: the answer is that the only thing more disruptive than shoddy customer service is having to change supplier, especially when grim experience over many years in business tells me that these particular providers are often as bad as each other.
But at some point something will push me and we will switch. You know what? I don’t think they’ll give a damn.

### Brexit and the impact on UK Consulting Recruitment
 
By way of further update on my recent post, I recommend an interesting article and excellent infographic by Source Global Research. You can see the infographic but for the full article, you need to register to the Source Global Research website and download it for free.
Headquartered in the UK they are the leading provider of information and surveys on the UK (and indeed global) consulting market.
They surveyed 79 “clients” (the assumption is these are purchasers of consulting services but unfortunately I couldn’t see this stated) and 44 Partner level consultants, or equivalent, in July 2016. There were general questions as well as more specific ones about the use of consultants and consulting recruitment.
42% of consultants and 51% of clients described themselves as “very worried” following the result. Many had (already) delayed or cancelled recruitment decisions and 30% of consultants said clients had cancelled or postponed planned projects. 88% of consultants think business confidence will be negatively affected while alarmingly 58% worry about the job security of their employees
However on a more positive note for the industry 77% of clients expect consulting spending to increase or be unaffected. Indeed it is not difficult to see consultancy opportunities in the medium term that will dwarf Y2K.
My belief is there will be two tipping points. Firstly the next 2-3 months will make it clear whether the UK is moving into a recession or not with an obvious short term impact on consultant recruitment. The second will come in time as the shape of the deal becomes clear and investment and other decisions can be made by consultants’ clients which will have a big effect (probably for the better but not necessarily) on consulting firms’ fortunes and consultants recruitment.
The full article can be downloaded from the Source Global Research website.
 

### Brexit: how will it affect Management Consultancy Recruitment and Management Consultancy jobs?
Well the turkeys have voted for Christmas but the question on everyone’s lips is of course “what does it mean?”
 
Prism is an Associate Member of the Management Consultancies Association (MCA) and we were last night at the MCA Annual Debate and Summer Reception. The debate, “Trust, Ethics and Reputation in Business after Brexit”, was an interesting and lively affair although the main narrative seemed to be that people had voted to leave the EU because they didn’t trust business, which seems a stretch.
Effect on Management Consultancy recruitment
Of more interest to the subject matter of the title was the networking afterwards and there was a lot of discussion about the effects of Brexit. The strands which directly related to Management Consultancy recruitment included:
 	A medium sized firm with an office in the UK and in Germany who were halting recruitment in the former and focussing efforts on the latter;
 	A start up offshoot of a French firm that had made a “lowball” offer and wasn’t prepared to increase it because the business case was no longer as compelling. The same firm has put all other hiring on hold;
 	A medium sized operations consulting firm who was putting a hold on hiring because two of their clients had deferred projects “until at least September”.
Unfortunately this fits with other conversations I have had in the last few days including a very senior consultancy candidate whose (verbal) job offer had been withdrawn since the vote.
The prevailing consensus is that recruitment requires business confidence and that is in short supply at the moment.
Effect on Management Consultancy jobs
There was no explicit discussion last night about the impact on Management Consultancy jobs.
However the point was made by several people that consultancy is frequently ‘discretionary spend’ and therefore unless something happens to shore up confidence then it might not be long before consultancy jobs were on the line.
Also though on a more positive note it was also pointed out by MCA Think Tank Director Paul Connolly that the current environment can also create opportunities for advisory businesses.
So in summary, given the usual summer lull and the Conservatives’ leadership election it will be at least a couple of months before there are any firm indicators. If the new PM roars in like an express train with a mass of announcements and gung ho optimism then that might be enough to stabilise the job market.
However If the Tories get their equivalent of the hapless Mr Jeremy Bean, sorry Corbyn, then expect things to get quite bad quite quickly with consultancy recruitment and consultancy jobs in the firing line.

### What should a Management Consultant include in a Career Summary?
One of the most misused and misunderstood features of a CV is the Career Summary.
For many job applications, your CV is the primary tool that hiring managers will use to decide whether you make it through to the interview stage or not.
Therefore it is paramount that your CV provides a clear insight into your previous education, employment and achievements from each role.
A career summary provides an opportunity to showcase your skill-set, relevant experiences as well as your accomplishments to date - in order to demonstrate why you are the most ideally suited candidate for the job
The clue is in the words. So it’s not half a page or more, it’s not a list of all your achievements, it’s not a list of your employers and jobs. It’s not actually essential although as most CVs have one yours might look a bit bare without.
Here’s a link to an interesting article about how to write a Career Summary which I pretty much agree with.
It’s something that a hiring manager or recruiter can skim read such that if they think you could be relevant for a role they might read further.
In the article they suggest tailoring it for the job you are applying for: possibly but it definitely shouldn’t LOOK tailored!
Also don’t assume people WILL read it: sometimes people will read the body of the CV and employment history first and make a decision either way on that. So don’t put any key information on the summary that isn’t obvious from the CV.
An effective career summary can be used to:
 	Give a brief introduction that is meant to convey your personal skill set. It is an opportunity to highlight the combination of skills and experiences you can bring to a company which will make you an asset.
 	Highlight skills which differentiate you from the other candidates who will be applying.
 	Allow you to align yourself with a company’s goals and values with reference to job description and company mission statement.
 	Provide a great opportunity to include additional resume keywords. Keywords such as ‘strategic planning’ or ‘communications’ are especially important as more companies are using applicant tracking systems (ATS) to view and sort resumes.
Keep your career summary to a few good sentences. Don’t try to include too much.  Be concise and to the point.
 
For more information on how Prism Executive Recruitment could help in your job search, visit our candidate services page  or contact Chris Sale (Managing Director) on 0203 143 5926 or chris.sale@prismrec.co.uk
 
 
 
 
 

### Prism's Unusual Approach to Consulting Recruitment
Prism Executive Recruitment is not a typical consultancy recruitment agency. We pride ourselves on our unusual approach to consulting recruitment in developing real long-term relationships with the people we work with based on honesty and transparency. By working with Prism, you stand to benefit from our considerable sourcing and search expertise, unrivalled market knowledge and an extensive network of contacts which we have acquired from over 15 years operating in the consultancy recruitment industry.
We cultivate an in-depth understanding of each sub-sector we recruit for and the career goals of each of our candidates. This allows us to match consulting job vacancies with well-suited individuals capable of furthering the growth and success of each business we recruit for.
In the field of management consultancy recruitment Prism specialise in the following sectors:
 	Financial services
 	Health and life sciences
 	Manufacturing
 	Oil and energy
 	Public sector
 	Retail and consumer
 	Telecoms and media
Prism appreciate that there is no one-size-fits-all approach to management consultancy and executive recruitment. Our unwavering commitment to flexible sourcing solutions and charging structures allows us to employ different recruitment approaches that provide the most suitable solution for the needs of each particular client. This has been vital in helping to establish Prism Executive Recruitment among the market leaders in executive and consultant recruitment, as demonstrated by our status as an Associate Partner of the Management Consultancies Association and winner of “Top Management Consultancy Recruiter of the Year” award for nine years’ running.
We specialise in filling job vacancies seeking candidates with a management consulting background, particularly in strategy, change, IT and transformation. These include roles in project and programme management and business transformation. Prism are also actively engaged in recruitment for technology roles, sourcing consulting job candidates capable of delivering IT strategy expertise, enterprise systems transformation and IT leadership.
Executive search and selection
Prism Executive Recruitment pioneered the development of this hybrid retained service. With executive search and selection, your company can benefit from a targeted recruitment search approach that also incorporates a well-planned broader candidate sourcing campaign. The multiple channels employed in this approach to consulting recruitment allows for an extensive review of both the active and passive candidate market.
Read more about executive search
Database search
Our approach to consulting recruitment is far more flexible than most other search and selection recruitment consultancies offer. With database search, at Prism we use our candidate databases and tap into our extensive network of consulting talent to fill job vacancies on a ‘no placement, no fee’ basis.
Our clients often prefer us to handle assignments by employing a comprehensive and dedicated job candidate sourcing and recruitment process, though we recognise that there are indeed situations where companies are looking to fill a vacancy with a ‘quick-fix’ solution. This is where an ongoing review of consulting talent from our candidate database may offer the most expeditious method for matching suitable candidates with consulting job vacancies.
It should be mentioned that with most talented candidates experiencing LinkedIn fatigue our database, built over 15 years and comprising qualified candidates who are both familiar with Prism and warm to our contact, is a unique asset.
Read more about database search
Why choose Prism as your consulting recruitment agency?
For our clients, we understand the sector in which they operate and carefully consider any particular requirements they have for a vacancy. This allows us to identify the most appropriate recruitment service line to put forward the most appropriate candidates for a particular consulting job.
For our candidates, we provide continual guidance not only during your next job search but to help you realise your longer-term career ambitions.
To learn more about how Prism Executive Recruitment can help you in your career progression or find the very best consulting talent for your organisation, contact Chris Sale, Managing Director on 0203 143 5926 or csale@prismrec.co.uk

### Management Consultancy Jobs - Specialist Recruitment Experience Required
Specialist vs Generalist Consultancy Job Recruitment
When looking for a career refresher with a new management consultancy job or if seeking to appoint a consulting professional to a consulting job in the industry, to whom do you turn: a specialist or a generalist? The long-running conundrum continues.
Financial results published recently by Marks & Spencer, the ‘general retailer’, raised an interesting strategic option; M&S is not a grocer yet its grocery range was the prime contributor to the sales’ increases, even in the face of food-price deflation. How likely is M&S to switch into the ‘specialist’ food retail sector? An intriguing thought!
Prism Executive Recruitment was established as an independent start-up, emerging from a global recruitment group, itself beginning life as a specialist recruiter. Prism has built an in-depth specialist knowledge of how the general management consulting job market and the people working within it operate.
We define our areas of expertise:
 	Our objective is to support the appointment of the right person to the right consulting role in the right organisation. It is not just about filling consultant jobs, ‘agency style’. Our reputation is evidenced by the accolade Prism received ten years' running as winners of the Top Management Consultancy Recruitment Award "in recognition of outstanding feedback."
 	The ever-evolving knowledge base held by Prism Executive Recruitment delivers opportunities for all parties involved in the hiring process to access specialist market expertise and focused insight for mutual benefit.
How do we support candidates to find consultancy jobs?
 	Providing trusted and experienced recruitment consultants advice, specific to a particular recruiting client
 	Understanding the most effective self-marketing CV design
 	Tailoring interview technique to demonstrate an understanding of the culture of the hiring business
 	Anticipating likely interview questions based on the consulting job requirements
 	Awareness of the favoured hiring process
 	Knowing the people you will meet in the hiring process.
How do we aid clients in finding the perfect candidate for consultancy jobs?
 	Prism’s specialist sector experience allows us to identify applicants with the distinctive credentials and skills required for success in consulting jobs
 	We know what might appeal to experienced management consultants when recruiting for corporate consulting jobs
 	Having the expertise to access a large pool of talent by applying science to the art of human capital
 	Employing our expertise and experience to facilitate successful negotiation between client and chosen candidate.
Are we a specialist or generalist? At Prism Executive Recruitment we believe we are Experts and Specialists offering reliable, informed and professional support to both clients and candidates.
For more information on how Prism Executive Recruitment could help your organisation, visit our recruitment services page or contact Chris Sale (Managing Director) on 0203 143 5926 or csale@prismrec.co.uk
Consultancy UK is a useful source of advice and information on careers in consultancy.

### Prism Executive Recruitment awarded Top Management Consultancy Recruitment Firm 2016
 
For the ninth year running Prism Executive Recruitment has been awarded “Top Management Consultancy Recruitment Firm” by TopConsultant.com (Top-Consultant.com Management Consultancy Recruitment Channel Report 2016). We are once again delighted that our dedication to quality recruitment and exceptional service has been recognised within the highly competitive management consultancy recruitment sector.
Chris Sale, Managing Director of Prism, was equally elated to receive the individual award for
“Top Management Consultancy Recruiter”. Chris commented, “We make a point of working closely with our clients and candidates to deliver exceptional service characterised by openness and integrity. It’s very gratifying to have our hard work and professionalism commended with these awards. Thank you to everyone who voted for our team.”
With approximately 1000 respondents asked for comments and opinions, the Top-Consultant.com Management Consultancy Recruitment Channel Report 2016 provides interesting insights into both current and historical trends within Management Consultancy and IT Consultancy recruitment sectors.

### Management Consultancies Association: Breakfast Briefing with Dev Sanyal, EVP Strategy at BP
A packed house this morning to hear from the impressive Mr Sanyal, a BP veteran of 26 years. He was introduced by the Management Consultancies Association CEO, Alan Leaman who wryly noted that before the Election a flagship Labour policy was capping energy prices! Dev commenced by noting the decline in the oil price from $112 to $35 in two years, cumulatively wiping $2 trn off global GDP. He contrasted the undoubted low price dividend with the effect on stock markets and sovereign wealth.
A wide ranging exposition, with subsequent questions, followed in which he pointed to the inherent volatility of the commodity markets, the need for resilience and to avoid fear of uncertainty. Indeed the only certainty was that the oil price wouldn’t remain at its current level for ever! He noted that the oil price appeared no longer to be at the beck and call of world events as geo-political instability was factored into the oil price. He made clear BP’s long term capability and adaptability. He also pointed to the broader changes in the market and technology and therefore the future position of oil with the observation “the stone age did not end because we ran out of stones”.
A most interesting and thought provoking session.

### Is the Preferred Supplier List Effective for Management Consultancy Recruitment?
 
Should management consultancy firms have preferred supplier lists?
Many management consultancy firms run preferred supplier lists when recruiting talent. However, if talent is so short should they consider candidates who are put forward by a non-preferred recruitment agency, particularly in a situation where a preferred supplier is unable to fill the role.
Research carried out by TheJobPost has called into question the effectiveness of preferred supplier lists (PSLs), a view already held by many in executive recruitment firms.
The research sought the views of 158 HR and resourcing professionals who together made  thousands of hires each year. The results of the research supported the view that PSLs potentially benefit no one and can even increase the cost of recruitment.
64% of respondents worked for companies who run PSLs, and 36% from companies who did not.
The management consultancy firms favouring PSLs did so because of the perceived benefits, the three most important of which were identified as:
 	Ability to attract the right candidates
 	Cost competitiveness and the ability to reduce agency costs
 	Communication of employee brand
1 and 3 would seem to be a function of the individual recruitment consultancy firms themselves, rather than having a list of agencies on a PSL per se. Regarding cost competitiveness, often the only point in having a preferred supplier list is to drive down recruitment fees under the guise of giving preferential treatment. However, management consultancy recruitment agencies often become aware that this is meaningless because there are often so many agencies on the PSL that it is not preferential at all. This makes them reluctant to discount or they may view the client as warranting less effort if they agree to the Terms
Those surveyed thought the most important criteria for selection of agencies to be included on the PSL were:
 	Depth of market knowledge
 	Cost competitiveness
 	Ability to provide specialist hires
 	Access to candidates
However these criteria are presumably just as relevant for organisations that have chosen not to run a preferred supplier list and simply common sense.
High on the list of challenges sighted by HR and recruitment professionals using PSLs are; managing agencies, the number of agencies on the list (some have up to 50!) and an inability to assess the performance of agencies and identify those performing best.
According to the research 1 in 2 respondents were unable to fill a specific role via a preferred supplier, while at the same time 64% have rejected a suitable candidate from a non-preferred agency. This seems illogical when 77% of respondents in the survey identified the quality of the hire as a more important measure of success than cost or time taken to hire.
Despite the fact that Hiring Managers continue to recruit from non-approved management consultancy agencies and we are currently in an environment of talent shortages, why do organisations continue to run preferred supplier lists when it is clear from this research that HR are rejecting quality candidates because the recruitment agency putting them forward is not on the preferred supplier list?
One viewpoint is that PSLs are often more about controlling spurious ‘risk’ and adhering to process. Furthermore it is often an opportunity for companies to require recruitment agencies to sign up to draconian fees and terms of business, which of course is a disincentive for the recruitment agencies and therefore counterproductive. Companies will often use PSLs to impose order on chaos – it is not practical to fully brief every agency about the role and company for every job. It may also be perceived as a filter to exclude unprofessional agencies, but PSLs will often include unprofessional agencies precisely because they are prepared to discount fees.
So in summary, what is the future for using a PSL for management consultancy recruitment?
 	In the current climate of talent shortage management consultancy firms will be forced to consider the wisdom of rigid adherence to PSLs.
 	Organisations that reject the perfect candidate from a non-preferred supplier are costing their company money.
 	Those companies continuing to run a preferred supplier list will need to increase and improve their use of technology to manage the process.
 	Speculative recruitment agencies should be prepared to accept PSL fee terms as a one off to create a ‘level playing field’.
 	The use of specialist executive recruitment consultants to assist with niche and specialist roles will increase.
 	Hiring managers will continue to recruit from non-approved agencies as their first priority is to secure top talent.
 

### Great Interview advice from leading headhunter
There is a lot of interview advice out there and it’s of variable value.
Also clearly one size doesn’t fit all. In this article, the author, based on her considerable experience, offers an insightful blueprint that is a must-read for people attending professional and executive-level interviews, including management consultant job seekers, because it goes beyond the “make sure you arrive in good time” point.
The interview advice covers a number of important topics:
 	preparation and company research
 	showing enthusiasm for the job and company
 	"being yourself"
 	considering how your values are aligned with the company's values
 	personal interactions during the interview process

### Brand matters for Management Consultancy Firms
A Management Consultancy firm’s brand is just as important for potential employees as it is for potential clients.
Source for Consulting’s research suggests that 40% of senior executives view brand as an important (or ‘significant’) factor in their view of a consultancy firm and a similar percentage feel it has some relevance.
 
source: sourceforconsulting.com
Brand is seen as most important for specialist consultancy firms and least relevant for mid-sized generalists. In most cases consultancy firms have built brands to communicate values such as integrity, intelligence, etc, but for a specialist firm it is increasingly important for a firm to communicate what it does.
It should however also be remembered that a corporate brand stands for the relationship that an organization has with its employees, and of course potential employees i.e. management consultancy job seekers.
When a consultancy firm is recruiting it is vital that:
 	It keeps its employer brand and values at the forefront of the selection process throughout its engagement with candidates;
 	Candidates should be viewed as customers and brand and reputation are important to them.
In the Global Shapers Annual Survey 2015 company culture was seen to be one of the three most important things that “millennials” want from work.
For a consultancy firm to attract candidates it needs to be aware of the power of its brand (or address the weakness if necessary) and ensure that the selection process and candidate experience reflects that.

### Why Management Consultants Move Job: attraction and retention
Recruitment giants LinkedIn and Indeed have both recently carried out major surveys looking at candidate attraction which, by implication, may also serve as a blueprint for staff retention. What does this tell us about the reasons for management consultants job moves?
Indeed revealed that three-quarters of survey respondents to the Harris Poll were “actively looking or open to a new job” and 63% had been looking at new job opportunities each month. Dissatisfaction with their job was given as the main motivator for leaving (not exactly a revelation), while the key attractions to candidates were attractive pay and location. It should be noted that while this appears to be a valid statistical sample of candidates (not just Indeed users) there was no information on the composition of the sample, which was presumably a cross-section of the entire workforce and therefore included unskilled labour.
LinkedIn's survey considered the rise of the “warm passive” job seeker, which when combined with active job seekers, suggests that 87% of workers could consider a job move! Respondents cited career opportunities as their principle motivation. LinkedIn’s survey methodology relied on a sample of their website's users responding to emails (it can therefore be assumed that this will include more "professionals" than Indeed's survey).
Source: LinkedIn survey, Why & How People Change Jobs, (Mar 2015). Shows global average. “Which of the following contributed to your decision to leave your previous employer?” and “Which of the following contributed to your decision to accept the job at your current company?”
Both surveys recognised that while pay and benefits were often not the main consideration for a job move, they certainly played a key part in the decision to accept a new role.
Is this also true for management consultants job move?
While these are certainly useful surveys, management consultants can be considered a unique breed, therefore it’s unclear how applicable the findings are to this profession.
Prism Executive Recruitment have since questioned 92 current job seekers, all of whom are career management consultants and asked 22 management consultancy employers to relate their experiences.
 
Source: Candidates registered with Prism Executive Recruitment Oct 2015.
 
What is important to management consultants?
A perceived “lack of career prospects” was given as the main reason by both job seekers and employers for consultants leaving their jobs.  Among candidates this was often allied to other considerations e.g. those employed by IT companies cited the “non-core” nature and “low priority” of management consultancy as a key factor.
Management consultancy employers regarded “work-life balance” to be an important consideration behind any job move,  perhaps reflecting the perspective of departing employees moving client-side, which also featured as an important factor. Achieving a more favourable work-life balance was frequently cited as a contributory factor by management consultants when weighing up potential job opportunities, but this was rarely regarded as their primary motive. A desire to move "client-side" was also reported by some job seekers, who also expressed a “desire to have more accountability for work” and to reduce travel.
Amongst the candidate population a significant factor, not mentioned at all by employers, was the very basic one of needing a job! Whether because of redundancy, personal reasons, contracts drying etc. up many consultants seeking a job were not working.
Furthermore, candidates also referred to a lack of challenge or interesting work as a key motive behind pursuing new job openings, often linked to the dominance of technology-led assignments. As an employer more formally put it “the operating model doesn’t support them i.e. they can’t do the management consulting jobs they want to do”.
Money was rarely mentioned as a reason for management consultant job moves, although it was more commonly cited as an influencing factor when considering new opportunities.
Finally another concern for management consultants was a somewhat amorphous one of frustration with the employer, role or company culture. A frequent comment related to changes in company direction and strategy.
So what can employers of management consultants do?
It is far better to retain staff than hire new consultants. Not all employers can ensure great career prospects or fulfilling work but what's important for staff retention is that employers should direct investment of leadership time and company resources into trying to resolve these concerns on a personal basis for individual employees. It is crucial that employees feel valued and appreciated: when they do not “frustrations” increase and a negative mindset can develop, with a belief that the grass on the other side of the fence has to be greener.
Similarly, employers and employees of course have to follow the client work: however with a relatively small amount of effort, creativity and flexibility many employers could do much to reduce the burden of periods away from home and therefore mitigate a significant trigger factor in job moves.
Ways to attract consultants
To enhance employee attraction there needs to be a major rethink by most employers who typically focus on the virtues of the company or job, but rarely the career prospects, culture or client work despite clearly recognising the importance of these factors, as the survey demonstrates!
As salary is usually bespoke it’s more difficult to use that at the outset to attract management consultants to a job opening. Nevertheless salary should form a primary consideration at the point of offer. In Prism’s experience, the starting point in negotiations is too often “what’s the minimum we can get away with?” instead of "what will delight the candidate?”.
If there can be any concessions to work-life balance that might act as differentiators, these should be highlighted very early in the process.
Lastly, do not forget out of work management consultants! There are many advantages to this group and while they may be easier to locate than passive job seekers, they do require specific sourcing strategies and usually a much swifter process.
For an informal discussion about how Prism Executive Recruitment can help you attract and retain great staff, please contact Chris Sale, Managing Director  csale@prismrec.co.uk  0203 755 3641 or 01784 898049.

### The future of management consultancy ?
Management Consultancies Association MCA round table: an entertaining perspective on the future of management consultancy.
Prism, as Associate Members of the Management Consultancies Association, was invited to attend an MCA round table addressing current issues in consulting. Professor Andrew Sturdy, Head of the Department of Management at Bristol University was brave enough to take on the challenge of addressing a full house of management consultants.
Professor Sturdy has undertaken research which, in his view, points to “The successful slow death of management consultants”: a controversial title! The same research has also been titled “the demise of management consultancy and the rise of the consultant manager”. And finally the book, a steal at £61.10 for 200 pages (the rest is appendices etc.), is called “Management as consultancy: Neo-bureaucracy and the consultant manager”. The “N” is indeed capitalised. I think the premise can be summarised as “we’re all consultants now” and therefore firms of consultants should be very worried. He also made the point that consulting must and no doubt will continue to adapt to respond to changes in management and clients, which is indisputable.
Unfortunately I don’t think there seems to be anything new here: his research is over four years old and pundits have been predicting the death of management consultancy for about as long as they have been predicting the death of recruitment agencies and (sorry to disappoint) it hasn’t happened yet.
During the course of the roundtable I jotted down nine reasons why organisations might call upon an external firm of management consultants and the notion that “internal” staff (whether as internal consultants or line managers) might fulfil that function only negates two or at the most three of those.
He is an entertaining and informed speaker and to give him credit he didn’t have long to summarise his work. I’m sure there is much more to this but I was overall left with the feeling that some interesting and provocative headlines distracted from the fact that it wasn’t especially earth shattering.

### Internet of Things: how can it be applied to your business?
Consultants and tech geeks love to come up with daft phrases to confuse the rest of us. It makes them feel “in the know” and allows them to sell us stuff as the “next big thing”.  The phrase “internet of things” is a great example and this short video clip does a decent job of explaining it. It is from IBM: not a bad thing but clearly it is an uncritical briefing. It raises many questions about data and security but surely the most profound is: from the example they gave, with all the technology available, why the only dashboard warning available was “check engine”! Helpful: not.
https://www.ibm.com/thought-leadership/institute-business-value/en-us/blog/ai-iot-smarter-business

### Airlines: a topic to unite management consultants
A vested, personal interest to many management consultants!
There has been a continuation in growth of the airline industry over the past decade, much of which has been driven by low-cost carriers who have been expanding rapidly in emerging markets. However, profit margins are small and people have grown accustomed to enjoying significant improvements in their experiences with things they buy and that includes airlines.
For many, air travel remains a disappointing experience. It is a challenge for airlines to address, because although improving the overall customer experience (reservation, in flight service etc) is cheaper than upgrading the aircraft, it is often difficult to implement and requires a shift in the company culture.
Aviation and airlines is a long running unifying force amongst consultants! Put two consultants in a room and even if they are competing for the same business a safe topic will always be the merits and failings of the airline industry based on bitter personal experience. Given the norm is now cattle class this can become something of an obsession for some. This article is serious research but is a very readable briefing on the current challenges in the sector: some obvious and some less so.
Read more about ways to unite management consultants in aviation

### How to Attract The Best Management Consultancy Talent
Earlier in the year PwC announced that applications to all student programmes reached a record high of 41,000. Being a large and prestigious employer may be an advantage in attracting candidates at all levels but there are also a number of ways in which a smaller management consultancy firm can attract the best talent.
What can you do to maximise success?
1. Capitalise on the advantages small management consultancy firms have over large firms:
 	Typically less bureaucratic and have closer relationships between the leadership and employees
 	 Employees often have more breadth in their jobs than in big companies, where specialisation is common
 	 Opportunity for more flexibility, job diversity and the possibility of high company growth leading to fast track career development
 	 Opportunity for employees to both have a say in the company and to make an impact
2. Don’t automatically assume people will be keen to work for you
Put yourself in the shoes of the job seeker and give potential candidates compelling reasons to work for you:
 	What would make you want to work for a particular company? Indeed YOUR particular company!
 	Identify aspects of your company that will appeal to candidates and emphasise them
 	Carefully think about the role: what can you do to make it even more interesting?
3. Be realistic about what you can offer a candidate
This might involve thinking about all aspects of “the package”. Few people will entertain a pay cut, but can you offer any other benefits? A smaller company may be able to tailor a job to deal with employees’ individual needs, for example to allow a degree of home working. Smaller management consultancy firms may be able to offer a better work life balance than larger more bureaucratic corporates and will make prospective employees feel valued.
4. Think laterally about your potential candidate
Consider a different background or experience. Your ideal job seeker may be someone who is attracted by a new challenge and a learning curve, not someone who is looking to replicate their current job in a different company.
5. Make your job advertisement stand out:
 	Sell the company and the opportunity and flesh out the role
 	Reflect the culture of your business in the advertisement
 	Consider interesting ways to impart a flavour of the job, perhaps by using visual media
6. Networking can be helpful
Candidates who come via referrals usually have a more accurate picture of the company than those who come in through ads, and in most cases employees and contacts recommend only people they think will be a good match.
7. Consider specialist management consultancy recruitment agencies
They have access to a large database of potential candidates and can be an excellent ambassador for your brand with candidates who might otherwise never consider contacting you or responding to your advertisements.
8. Be pragmatic
The perfect candidate may not exist so don’t dismiss the first applicant with a 9 out of 10 profile. They may be excellent in the role and better than any of the ‘7 out of 10’ candidates who come along later.
9. Most importantly, ensure all candidates have a good experience of your recruitment process
Even if ultimately they are not suitable for this job the candidate's experience should be positive. Smaller management consultancy firms can excel here as they can avoid the “sausage factory” approach that larger corporates tend to adopt. An applicant may not be suitable for this job, but perfect for the position you will be advertising a year hence. Interviewees compare experiences and it is important that an unsuccessful candidate feels that the overall experience was worthwhile, efficient and treated them with respect.
Prism Executive Recruitment are experts in management consultant recruitment. For more information on how we could help your organisation, visit our recruitment services page or contact Chris Sale (Managing Director) on 01344 636426 or csale@prismrecruitment.com

### Migrants vital for Management Consultancy Jobs
May’s migration rhetoric  could deter ‘brightest and the best’ talent essential to filling management consultancy jobs.
When I have a spare moment I will look at a sample of UK management consultants on our database and LinkedIn to see:
 	what % were born in UK (and of those, what % have names that suggest overseas heritage);
 	what % came from abroad and where.
Many management consultancy jobs in the UK have been filled by talented, tax paying immigrants because the skills, experience and qualifications weren't to be found in the UK, or Europe. Many of my shortlists for management consultancy jobs include overseas born candidates.
If we consider less skilled roles, I wonder when was the last time anyone on the Tory front bench visited Starbucks or Pret: do they seriously think those staff are doing our plucky home-grown youngsters out of a job? Or the staff who make their beds in the nice hotels they stay in? Their rhetoric is incoherent and dangerous. If we actually DID leave the EU and stopped all those "pesky foreigners" coming in we would be in deep trouble.

### Executive Search Firm Korn Ferry buys Hay Group in £300m deal
Executive search firm Korn Ferry buys Hay Group
 
Penna started the trend many years ago and other executive search firms have taken on management consultancy businesses. Heidrick’s takeover of Senn Delaney in 2013 springs to mind. I’m not sure if these are long term bets: although executive search shares some similarities with consultancy, and indeed ex management consultants are  found in executive search firms, but they have very different business models which makes for uneasy bedfellows.

### Are Hiring Methods for Management Consulting Jobs Changing?
To what extent have hiring processes for management consulting jobs changed?
There have recently been several announcements of change in methods of recruiting talent, particularly at graduate level. However, when one looks closely into the ideas and actions currently being floated, is it really so different to the tried and tested "traditional" approaches adopted over the last 40 years or so?
David McClelland of Harvard University was in the vanguard of substituting measures of intelligence [IQ] with a competency based framework for predicting individuals’ future potential.
EY’s self-described ‘transformation’ of their newly revealed selection process seems, as far as I can judge, an attempt to level the playing field not so much by demoting the importance of academic achievement, but promoting alongside an adapted competency-based framework in identifying ‘strengths’. There are clearly parallels between EY’s approach and McClelland’s thinking but there is nevertheless little new in the mix.
Tomas Chammor-Premuzic, Professor of Business Psychology at University College London published an article in the Harvard Business Review in June this year posing two questions:
Firstly, what should be should be assessed ?
	The ability to learn and solve problems;
	A willingness to work hard;
	Emotional Intelligence – identifying those employees most rewarding to deal with; the most likeable in their interactions with others.
Secondly, how is the assessment made?
This is perhaps where proposed recruitment methods for do indeed differ:
	Behavioural analytics - monitoring & measuring day-to-day activity. This is most effectively used for internal recruitment or benchmarking the 'ideal' candidate.
	Web scraping – applying algorithms to estimate job potential or fit. A candidate’s digital footprint is studied to try to assess their IQ and personality.
	Gamification – creating IQ and personality tests that are fun to complete. Deloitte and IKEA are two companies who have already used this assessment method to evaluate potential candidates.
On the face of it, these initiatives are at the cutting edge of current day habits and practice; it is intriguing to consider how hiring processes will evolve. Chammor-Premuzic admits that it is too soon to know if these ideas will catch on; until a greater body of monitoring outcomes, feasibility studies and even ethical considerations is collated, employers may be sceptical. He concludes that whilst further research and development continues, it is most likely that traditional methods of competency based assessments will continue to be applied and trusted.
Closing reflections:
In any event, there are no excuses for being unaware of these new developments. In particular, the management consulting community tends to favour early adoption of innovation more readily than most. Whether you are a management consultancy hiring manager or a potential candidate looking at management consulting jobs, it might be highly beneficial to exploring how you might adapt your approach in readiness for the emergent transformations ahead.
Take note and watch the space closely…when the evidence lends credibility to such innovative ideas, momentum to change in hiring processes for management consulting jobs are likely to accelerate quickly.

### Communication is Key in Management Consultancy Recruitment
Communication is at the heart of everything in Management Consultancy Recruitment.
Few would argue against effective communication being an essential ingredient of success for individuals and teams from every walk of life as well as large & small organisations. Consultancy recruitment is no different; it is an industry where effective communication remains paramount. Unfortunately communication is so often taken for granted:  it’s something we all do, but not necessarily as well as we think.
 	Are messages always sent with full clarity?
 	How accurately are received messages interpreted?
 	To whom do you turn for checks & trusted feedback?
 	Perhaps the most neglected of skills: how well do we listen and/or watch attentively to fully understand?
Strong communication skills are not innate, but they can be learned. Especially important now that the modern day, instant Googled answer coupled with social media immediacy surpasses ‘sluggish’ email channels.  How much care is taken to ensure truly effective communication?
Care is vital in the world of the management consultancy recruitment agency: effective communication is at the core of driving every successful hiring process.
The Big Question in Consultancy Recruitment:
How can hiring managers increase the likelihood of success in appointing the ideal management consulting candidate?
A Huge Answer:
A specialist executive recruitment partner facilitates clear mutual understanding between clients and job candidates. This is largely contingent on effective communication between all parties involved in the hiring process, particularly ensuring a clear understanding of a role's responsibilities and person specification.
When shortlisting candidates, a management consultancy recruitment agency offers guidance to the client in the process of selecting the most appropriate applicant for a vacancy, for instance in devising the interview and negotiation processes - this advice can be invaluable, given that the majority of those involved in taking recruitment decisions are not trained interviewers. An effective recruitment process which ensures that the very best talent is selected is far from a simple process, and many employers routinely underestimate the difficulty involved in doing so.
Similarly, management consultancy recruitment agencies provide candidates with advice on a wide array of aspects relating to job searches and career development. Developing a strong CV is crucial and represents one of the many aspects that a management consultancy recruitment firm can assist with, as well as identifying new career opportunities to apply an individual's talents. Prism Executive Recruitment offer free and practical advice to individuals looking to realise their longer–term career aspirations.
Therefore, engaging with a credible management consultancy executive recruitment partner is vital to enabling effective communication across the whole hiring process.
Please visit our Client Services and Candidate Services pages for more information on how Prism Executive Recruitment can help with your management consultant recruitment.

### Why most recruiters wouldn't go to university
 
Recruitment is a very odd career: it can accommodate and challenge employees ranging from someone who left school with no GCSEs to Partners from global advisory firms and CEOs with stellar qualifications who move into top level headhunting. What is important is horses for courses: some jobs would be much better handled by the former but in the case of Executive and Professional Services recruitment it is essential  that the recruiter is seen as  “peer level” by the person hiring and the potential candidate pool.

### What have the Romans (or executive recruitment consultants) ever done for us?
 
The biting satire of Monty Python’s classic sketch highlighted how many opinions are uninformed and based on assumption and hearsay, with little effort to consider honest, authentic evidence or to challenge ingrained prejudices.
With this in mind perhaps your business should invest time to provide full clarity over critical strategic business imperatives, for example:
 	What have executive recruitment consultancies ever done for us?
 	What actions have we taken as a hiring company to support our executive recruitment business partners to deliver the results we expect of them?
How deeply imbedded in your organisational strategic plan is securing the future succession for leadership and management; investing personal and professional development in executives already in the business; hiring new talent to reinforce the collective strength of human capital to achieve the corporate vision?
Questions, questions, always more questions…
How do you best achieve your corporate vision for talent?
The answer is teamwork, where each team member shares common goals and the fullest commitment to achieve them.
The most successful partnerships between recruiter and executive recruitment consultancy are founded on trust and open communication; sharing the capability to represent you and your firm's culture in an ethical and honest way.
How do you select a recruitment partner?
Any executive recruitment firm worth inviting to join your team should provide experiential evidence of competences, successful results and a range of strategies that support the achievement of the common goal.
A powerful yet simple approach to establish the credentials of an executive recruitment consultant is to pose a simple question which will reveal authentic or otherwise, evidential strengths and the fundamental approach they apply: What do they bring to the team?
Ask the same question of yourself and your organisation, and the matches and/or mismatches of style and culture will soon emerge: What do you bring to the team?
An effective executive recruitment team creates synergy
Proactive partnerships build readiness for the unexpected as well as contributing to planned strategies. Mutual awareness of the possibilities maximise the probabilities of success. By working together to develop a genuine partnership of clearly understood goals and the changing dynamics in your company, your executive recruitment partner will be equipped with a deep knowledge of what you stand for and have the best chance of attracting, hiring and retaining the right people for your business.
Prism’s strength is our commitment to understanding a client’s goals and our willingness to offer creative recruitment solutions and to work with our clients as part of the executive recruitment team.
For more information on how Prism Executive Recruitment could help your organisation, visit our recruitment services page or contact Chris Sale (Managing Director) on 0203 143 5926 or csale@prismrec.co.uk

### Executive recruitment: crisis management or strategic opportunity?
Recruiting the best people is one of the most significant contributions that can be made to any organisation
Such decisions create a foundation for more effective performance by you, your team, and your company. Conversely, poor hiring decisions drag down performance and are expensive and painful to correct. Active executive recruitment is a necessary component of managing a successful business.
In the early days of the global recession, a survey reported in the Harvard Business Review revealed that for many organisations, hiring senior executives was treated as crisis resolution rather than a vital, continuous strategic necessity. During more optimistic days of economic recovery, how confidently can you and your organisation face the challenges of securing the best human capital?
 	What state of readiness exists for your human capital strategy?
 	How well is your talent plan integrated with the overall strategic plan?
 	What is the potential cost of the next talent crisis, as the demand for top players fuels staff turnover trends?
 	How proactive is the ongoing understanding of your firm’s future needs?
Engaging with an experienced executive recruitment consultant can be an effective approach to guarding against executive recruitment crises; such a relationship will help you establish a state of readiness to secure a strong future leadership pipeline. However, it is unwise to rely on recruitment agencies who do not specialise in executive recruitment services.
Invite an Executive Recruitment professional to join your leadership team
You can expect significant support from your specialist advisor at every stage of the process in matters of executive recruitment:
 	Anticipating future leadership needs, based on your strategic business plan. What must our leadership pipeline contain today to ensure that we find and develop tomorrow’s leaders?
 	Identifying specific competencies required for the appointment. Capabilities; political dynamics issues; organisational resources support.
 	Targeting a sufficiently large and comprehensive candidate pool. An executive recruitment consultant will consider objectively a wide range of candidate sources in compiling a shortlist.
 	Assessing short-listed candidates for consideration.
 	Closing negotiations with the selected hire. A good recruitment consultant will boost the chances of your job offer being accepted. He or she will share your passion about your company and acknowledge the role’s opportunities and challenges.
 	Integrating the newcomer. Particularly crucial in the first 3-6 months.
Executive recruitment firms have long been used by big businesses, but more small and mid-sized companies have realised that they too can benefit from engaging professional recruitment consultants. Building an authentic business relationship with a trusted executive recruitment advisor is as strategically crucial as all other business activities.
For more information on how Prism Executive Recruitment could help your organisation, visit our recruitment services page or contact Chris Sale (Managing Director) on 0203 143 5926 or csale@prismrec.co.uk

### Management Consultancy Recruitment Survey 2015
Introduction to Prism's 2015 Consultant Recruitment Survey
In April 2015 Prism Executive Recruitment commissioned a survey of small to medium-sized Management Consultancy recruitment firms. It was undertaken in the form of telephone interviews by an experienced independent researcher to ensure objectivity and confidentiality. Nineteen firms participated.
The questions covered overall hiring intentions, levels, hotspots, management consultant recruitment processes and experiences. April timing was chosen because firms would, by now, be seeing patterns in the market for 2015 hiring.
 
The Hiring Intentions of Management Consultancy Firms
All firms we spoke to were recruiting management consultants and indeed 64% are accelerating the rate of headcount increase compared to 2014. 27% of firms contacted expected percentage headcount increase to be at a similar level to last year.
Most of this recruitment is expected to be concentrated at Consultant/Senior Consultant and Manager/Principal levels.
While no firms volunteered that they experienced considerable difficulty in consultant recruitment, most indicated that there were some areas of pain.
There are a number of common themes regarding the challenges Management Consultancy firms are experiencing:
 	Consultants with genuine business development talent are scarce and those in big firms are both difficult to afford and reluctant to take the risk of moving to a smaller firm
 	There is a shortage of management consultants with 4+ years of experience partly as a consequence of reduced graduate recruitment between 2008 and 2012.
 	Work-life balance is contributing to attrition at mid-levels.
It was also noted that there can be a misalignment with expectations of the appropriate hiring level. Those in larger firms can on occasion seek a role more senior than their current or fail to be convinced that a move to a smaller firm at a similar level usually involves a broader and more influential role.
There are specific areas where management consultant recruitment is particularly difficult:
 	Change management – overall demand is high, buybacks and counteroffers are common.
 	Capital Markets - it is difficult to attract candidates with this experience as current employers tend to value their skill set highly and look after them well.
 	Retail and consumer goods.
 	In all sectors, it is a challenge to find individuals with a good depth of specialist knowledge, rather than generalists. Niche experience at the junior level is particularly scarce.
There was also mention of the difficulty of attracting and retaining the most junior staff: there was little loyalty and a clear “what’s in it for me” agenda.
How Management Consultancy firms approach recruitment
90% of firms use a variety of recruitment strategies.
The overall split of management consultant recruitment methods across all firms taking part was as shown in the pie chart above.
All firms taking part in the survey confirmed that their preferred method of management consultancy recruitment was via referral. Various advantages were cited:
 	Candidates have a good and realistic view of the firm prior to engagement in the recruitment process.
 	Generally, high-quality candidates are recommended by people who know the firm and requirements.
 	More likelihood of a good cultural fit: this was universally highlighted
 	Cost-benefit.
On the other hand, a job hire that does not work out can result in a difficult situation for the referrer. In addition, there was recognition that relying upon this method can narrow the gene pool of both talent and experience.
In house recruitment teams were seen as cost-effective, the major drawbacks being the time involved and the inability to approach candidates anonymously.
36% of respondents used management consultant recruitment agencies as their main method of recruitment and the majority of firms use 2 to 4 agencies. The overall opinion of the recruiters used was very positive.
Despite the obvious disadvantage of the cost involved, which was invariably mentioned, a number of important benefits were flagged up:
 	Much more effective use of hiring managers’ time.
 	Ability to widen the search for candidates across the whole market.
 	Specialist knowledge of the market.
 	Ability to make discreet approaches.
 	Act as brand ambassador for the firm that otherwise might be an unknown name.
The most commonly encountered frustrations with agencies were consultants who did not take time to understand the brief, felt they knew better than the firm who they should recruit, were too pushy, or simply get frustrated and “give up” if they don’t find suitable candidates quickly.
 
The four most important attributes for a recruitment consultant were felt to be:
 	Ability to listen to the brief and really understand the client firm’s needs.
 	To form a good relationship with the firm to ensure they have a full appreciation of the type of candidate who will work well within the firm.
 	Have a specialist in-depth knowledge of the market.
 	To ensure they work hard to take a proactive approach on behalf of their clients.
Further observations included the wish for a recruiter to be advisory and consultative with both the hiring firm but also the candidates: this was added value that wasn’t open to in house recruiters.
The value of building long term relationships with a small number of agencies with management consultancy recruitment experience was mentioned, together with a reluctance to consider new suppliers.
Summary of findings
Although the participating firms were a broad cross-section in the Management Consultancy recruitment sector, there was considerable consistency in the responses. The overall messages are clear:
 	Consulting recruitment firms are putting considerable effort and resource into hiring and are broadly successful.
 	Almost all adopt a hybrid approach to candidate sourcing.
 	Referrals are overwhelmingly felt to be the optimum consultant recruitment process albeit it can be very time-consuming.
 	Agencies are viewed very positively on a number of counts but with cost consistently raised as the primary problem.
We explain more in our Guide to Recruitment Methods in Management Consultancy.
For further information or to discuss any aspects of this survey or points raised please contact Chris Sale (Managing Director) Prism Executive Recruitment on 01784 898049 or csale@prismrecruitment.com.
For further insights into the Management Consultancy sector please see the MCA and Source Global Research websites. We are delighted to be an MCA Associate Member.

### Combine consultancy with charity!
Prism has been asked by the MCA to help one of their Partner charities, Grow Movement. This exceptional charity deploys consultants to remotely advise micro businesses in Africa via Skype and mobile. They don't want your money: just your time and expertise.
Their challenge is to find 100 more volunteer consultants by July 1 as part of a groundbreaking research project involving LBS, Stanford and Chicago Booth.
Go to Grow Movement or watch this video.
Contact Grow Movement directly as going via Prism will just slow things up but please mention where you heard of them!
 

### How to get a Job!
The standard of job applications is shockingly bad. The article in this link is written by the MD of Pimlico Plumbers but before anyone gets a bit high and mighty about it HIS applicants arguably have an excuse for not having the best application: after all their trade is not producing decent reports and influencing senior executives. No one who applies to a job Prism is handling has any excuse for a poor CV, applying for a job where they fail to meet the mandatory criteria, a cut and paste 600-word covering letter….or none at all, etc.
 

### Female promotion chances half if boss is also female
 
The researchers who made this finding were astonished and put it down to tokenism (my words) i.e. once a female or two had been appointed then the chaps felt the pressure was off to do any more about diversity. I wonder whether the reverse was the case: the men were still keen to “embrace diversity” but the female boss was less inclined to push the diversity angle than the men?
 

### MCA Boardroom Breakfast with Ed Davey, Energy Minister
 
Ed Davey presented a spirited and passionate summary of the LibDems’ achievements in five years of the Coalition to the MCA Boardroom Breakfast, both overall and with respect to his brief as Secretary of State for Energy and Climate Change. He naturally presented the theme of the party as a balance between the extremes of either of the main parties and pointed out how successful the Coalition had been i.e. by and large it actually worked.
 
He pointed out that for the first time a growing economy was accompanied by a reduction in energy consumption and referred to the benign and positive effect of much maligned “European regulation” as well as over £40bn invested in low carbon energy during this Parliament. He took on a range of insightful questions and warned the audience of the importance of winning “hearts and minds” in any forthcoming EU referendum to persuade voters of the benefits of membership.

### Prism win Top-Consultant Survey for eighth year running!
Prism Executive Recruitment is delighted to be recognised as a truly professional and quality recruitment firm in the highly competitive management consultancy recruitment sector for the eight year running.
Top Consultant’s survey with over 900 responses asked for comments, good and bad, about recruitment firms and also about individual recruiters.  In addition Chris Sale was presented with an individual award as “Top Management Consultancy Recruiter”.
Chris, Managing Director of Prism, said “it’s very gratifying to have our hard work and professionalism commended and we make a point of working closely with our clients and candidates to deliver exceptional service characterised by openness and integrity. We are very very pleased with these awards”.

### Lord Adonis at Management Consultancies Association Breakfast Briefing
 
Lord Adonis, transport secretary in the last Labour cabinet and current shadow infrastructure minister, commenced this Management Consultancies Association Boardroom Breakfast with interesting comparisons to the political situation in the 1970s including a new 4th party and summarised a “very unusual and complicated situation”. He made the point that a key difference between then and now was that the Labour Party was not divided. He outlined the distinct differences between the parties but acknowledged that there were also areas where, for all the rhetoric, the likely outcomes over the coming years might be similar. He did have an interesting perspective on a recent key policy announcement from his party but sadly under Chatham House rules my lips are sealed!
 

### Commuter swears at passenger on way to job interview, to find man is the interviewer
Recruitment is a great business and occasionally throws up some gems to put a smile on your face for the day. Recently I saw a CV where one of the listed “achievements” was organising a trip to Nandos with some friends but I think this story trumps that by a mile. I’m only disappointed the interviewer didn’t rule the candidate out for the obvious reason: would you want this objectionable git with a bad temper working for you?
Read more at HR Grape Vine.
 

### Prism sponsors MCA Boardroom Breakfast: The case for…Labour
 
Prism are again sponsoring the exceptional MCA Boardroom Breakfast series and this year is starting with some crackers as senior politicians from Labour, Conservative and the other one present to a group of MCA member firms their view of the priorities should they get into power and why they deserve our support.
 	How can we achieve sustainable growth?
 	What will the parties do about infrastructure investment?
 	How will the next government approach our relations with the EU?
 	Will they have the strength to reform our public services?
 	Can we deliver a digital revolution in government as well as the wider economy?
They will provide an inside-track view on the strategies and operational plans of the next government, whether a single party or another coalition, along with invaluable assistance for business planning.
http://www.mca.org.uk/
 

### Prism to become Associate Members of Management Consultancies Association (MCA)
Prism and the Management Consultancies Association have agreed that Prism will become Associate Members of the MCA for 2015.
As a trusted recruitment partner Prism will be sponsoring the Council Dinner, the highly successful series of Breakfast Briefings and providing input and perspectives on Talent Acquisition and resourcing strategies to MCA Members.
Prism has been working with and supporting the MCA since 2001 and have consistently embraced the opportunity to contribute to the success and growth of the industry. The Management Consultancies Association (MCA) is the representative body for management consultancy firms in the UK and has been at the heart of the UK Consulting Industry since 1956.
 

### 2015 Top Consulting Firm rankings
 
This 2015 US survey asked staff at over 100 firms to comment on their work and rate the firms on a range of hard and soft points from work-life balance, culture, clients, remuneration, leadership and management amongst others. Nothing that unusual so far but the survey covered over 3000 staff and aims to provide an idea of the current landscape of consulting firms as employers and places of work and is the first time that this site has revealed its results for free!
 

### Why the best companies are always recruiting
When I first started in Management Consultancy recruitment many of my clients were very receptive to occasional great CVs that didn’t fit any specific job: in the days before the cliché, that’s what “talent spotting” was all about. These days many employers expressly forbid it in their recruiter contracts and all sides lose out. Recruitment Grapevine reviews "Why the best companies are always recruiting" here.

### Are you bored with Politics?
Adam Afriye MP gave a very entertaining, passionate and heartfelt short speech at my local Institute of Directors (IoD). Nothing to write home about so far apart for the fact that he actually had an opinion and wasn’t afraid speak out. Firstly he was evangelically pro business, as you might expect from a Tory entrepreneur. But unlike many Tories he gave a logical and coherent set of reasons why EVERYONE should be in favour of successful businesses making profits, not least because as he pointed out every single job in the UK is paid for by business and every single penny of tax is ultimately generated by business. Because people aren’t prepared to stand up for profit the word has been hijacked so many now think there’s something wrong with it but of course profits created jobs and taxes.
He went further: “everyone had a moral right, indeed duty, to avoid paying tax”. Not evade, avoid. He pointed out that anyone buying an ISA or paying into a pension is avoiding tax. Every penny of tax you save can be used to buy things, to bring up children, to pay for extensions and home improvements i.e. all the things that keep the economy going. There is a similar argument with companies. It is up to the governments to set the framework in which people and companies can thrive and if that means they keep as much as possible of THEIR OWN MONEY: then that’s great.
It’s just a shame so few people in public life are prepared to say it. Which is why people don’t trust politicians.
 

### Amusing video shows what employers might be thinking during your interview
 
Have you ever wondered how you might come across in an interview? This handy and only half joking video illustrates what recruiters really think when candidates talk about what skills they will bring to the company and where they will be in five years’ time.
Watch this amusing video

### 10 Reasons Why You Shouldn’t Ignore The Agency Recruiter
In my many years in recruitment I’ve seen many reports of the death of the recruitment agency: while I’m still a bit disappointed by the wishful thinking element of the sentiment there are still many good reasons why the “external recruiter” can both survive and thrive. approachthemarket.co.uk discuss why specialist agencies are often the best option for candidate and client alike here:
http://approachthemarket.co.uk/10-reasons-why-you-shouldnt-ignore-the-agency-recruiter/

### You don’t need a candidate care department. You need a candidate care ethos.
 
Many companies pontificate about talent management, hiring the best people and the importance of the candidate experience but the reality is they often treat candidates very badly. Greg Savage, global recruitment leader, discusses the matter further.

### Prism at Management Consultancies Association Boardroom Breakfast
 
Sue Owen is Permanent Secretary at the Department of Culture, Media and Sport. At this MCA Boardroom Breakfast  she gave a fascinating insight into the broad range of her Department’s responsibilities, from telecoms and media regulation, the broadband roll-out, the creative industries and the role of sport in the economy, as well as promoting equality and diversity in society. Also includes implementation of Gay Marriage legislation, ensuring a long-lasting legacy from the 2012 Olympic and Paralympic Games, and organising a fitting series of events to mark the First World War centenary.
If that weren’t enough the remit also covers the BBC and 44 other NGOs. Oh and the Royal Family, Museums, English Heritage…. Sue made the point that while the direct budget made it one of the smallest Government departments the nature of the remit and the impact on other departments meant the effect on citizen’s lives is disproportionately large. This, the last of the 2014 series of Boardroom Breakfasts sponsored by Prism Executive Recruitment, maintained the excellent standard.

### MCA Boardroom Breakfast - Insights into Telecommunications and the Media
Prism Executive Recruitment are delighted to sponsor the Management Consultancies Association Boardroom Breakfast on Thursday 4th December 2014. The speaker is Sue Owen, Permanent Secretary at the Department of Culture, Media and Sport. She will be giving an insight into the broad range of her Department’s responsibilities from telecoms through to the contribution of sport to the economy.
http://www.mca.org.uk/events/boardroom-breakfast-1/

### UK office workers “much less productive” working from home
 
Research of 1000 office employees by Ricoh, of which 61% work from home,  suggests that 75% of employees feel less productive when working from home with nearly half of those who do work from home  suggesting they do not have the right technology to work effectively out of the office.
This startling finding, which immediately begs lots of questions not least “what’s Ricoh’s angle?” and “how was the research done?”,  is an astonishing claim as it is widely accepted, especially in the management consultancy market, that home working is A Good Thing.
Employers like it because it mean they are using the employees space pretty much for free rather than having to pay for it while employees like it because it means that they can achieve a slightly better work life balance while (and here’s the rub) still doing productive, meaningful work. In fact there is an argument to suggest that without the obvious distractions of the office environment that employees can be more effective, unless of course there is simply a different set of distractions, or productivity is limited by the  technology challenges mentioned earlier.
Ricoh MD Phil Keoghan said “it is largely about making simple policy changes to allow people easy access to company networks, providing people with laptops and tablets, and training them in how to use them”
Perhaps many consultants do indeed have these tools and skills but it’s interesting to consider that many may not!

### Consultant jobs: how to know when to quit
Tony Restell of Top Consultant summarises the main points as:
1) Are you being paid your market rate?
2) Are there opportunities for advancement? This can of course mean promotion but also interesting and challenging assignments or new experience
3) Are you leaving too soon?

### Management Consultancies Association: breakfast briefing with Friends Provident CEO
We were treated to a fascinating insight into a very topical area, that of lending to the less credit worthy.
Provident Financial is one of the most successful financial services companies in one of the most difficult markets. It serves 2.6m people, providing consumer credit and credit cards to those who are not considered standard customers by other lenders. It became a public company in 1962. Peter Crook talked about the challenges facing this sector as public and regulatory scrutiny intensifies, the impact of technology and how the company engages with its customers.
Provident offers home credit loans, typically of a few hundred pounds, through a network of 8,000 local agents who call each week at 1.1 million customers’ homes in the UK and Ireland. Agents are primarily paid commission on what they collect, not what they lend, so it is in their interests not to lend more than customers can repay. The total amount repayable is fixed at the outset, so there are no extra charges whatsoever.
Particularly fascinating was the blend of the old and the new: the reps  use bespoke apps on their own tablets. The result is great service and customer satisfaction with dramatically streamlined process with zero paperwork, reduced costs and maximum compliance.
Peter is a great ambassador for his company  which seems very well  placed to benefit from its competitors’ well publicised difficulties.

### Management Consultancies Association:  Government Procurement in the Age of Austerity
Prism Executive Recruitment was delighted to sponsor the Management Consultancy Association (MCA) Boardroom Breakfast on Thursday 25th September 2014.
A full house of senior management consultants was awaiting Bill Crothers, Chief Commercial Officer at the Crown Commercial Service, a man responsible for £40 billion of central government expenditure.
Crothers became Chairman of the Crown Commercial Service (CCS) when it was established in early 2014 and he is now the Government’s Chief Commercial Officer. Amongst other things, he is responsible for central government’s relations with its largest suppliers. Previously he was Commercial Director at the Home Office and a senior executive at Accenture.
Many procurement models have been tried in central government over recent years. Crothers took on this role in an era of unprecedentedly tight spending constraints, likely to be made even tougher in the next Parliament as the battle to reduce the deficit intensifies. Crothers addressed the audience on the CCS’s current plans and objectives, including changing approaches to central government’s use of consulting services.
Alan Leaman, CEO of the MCA wrapped up by thanking Bill warmly and drawing Bill’s attention to the considerable expertise available from the MCA and its members.

### Prism supporting Management Consultancies Association Board Room Breakfast “Government Procurement in the Age of Austerity”
“Government Procurement in the Age of Austerity”: Prism Executive Recruitment is delighted to support Management Consultancies Association. Prism have worked in Partnership with the MCA for over ten years and in 2014 are sponsoring the Boardroom Breakfast series:
http://www.mca.org.uk/events/boardroom-breakfast-government-procurement-in-the-age-of-austerity/

### Scotland: my first and last word!
Most English people are heartily relieved at the result: not entirely because they may be pro-union but also because the prospect of many years of wall to wall coverage of Scottish independence would be too much to bear. So with this in mind some very brief thoughts:
 	Unlike many I have no axe to grind re Mr Salmond: the weasel has simply taken the view that the means justifies the end like most politicians would.
 	Why on earth did Cameron agree to this in the first place? Hubris and arrogance perhaps as he saw the opinion polls and thought SNP were backing a lost cause.
 	On what basis could anyone possibly justify such huge change on a 50/50 vote? In most situations major constitutional change might require (for example) a 2/3 majority.
 	Ironic that the result was based on the people who voted: coming strike ballot legislation would force a decision to be based on the people who voted for a strike as a percentage of those eligible to vote.
 	What of the legacy? All now one lovely united Scottish nation? I think not: yes/no is binary and there isn’t really a middle position to build consensus and compromise. Bitterness will remain for many years.
 	Given the unequivocal comments of Big Business, the future for investment in Scotland looks grim. With a mere 10% margin of victory businesses will take the view that another vote in (say) 20 years’ time might go the other way and make decisions on whether to invest in Scotland, or remain based there, accordingly.

### Prism pleased to sponsor Bill Bryson dinner, tonight, in aid of children’s cancer research: good luck to all!
As my friends will know I am always willing to consider supporting good causes and as several friends or their children have had narrow escapes with various leukaemia related cancers I am delighted to lend Prism’s support to a great cause, in this case North of England Children's Cancer Research (NECCR)
As one of the partners in the Future Fund for Children with Cancer, along with Newcastle University and The Great North Children’s Hospital, a key fundraising focus for the NECCR over the next eighteen months is the development of a specialist children’s cancer research facility at Newcastle University. Although research has progressed significantly over the past 30 years, 1600 children are still diagnosed with cancer in the UK each year, and the side effects of current treatments can be chronic and severe as my friends found out. This new centre will enable Newcastle University’s world-leading team to continue its excellent work in this area and support the shared goal to develop more effective and less harmful treatments for childhood cancer.
This year they’re launching a new fundraising initiative called Children’s Cancer Week. The first event is a dinner and will feature an audience with Bill Bryson and takes place the evening of Friday, September 19 in Newcastle. They will run an auction at the event and the premium prize is a First Class trip to London to stay at the Firmdale Hotel and eat at Mark Hix's restaurant with Prism’s theatre tokens worth £150. Funds raised will help toward finding a cure for childhood cancer to help children with cancer everywhere.
Best wishes to all for the event.
More information here:
http://www.neccr.org.uk/bill-bryson-kick-childrens-cancer-research-week/
http://www.thejournal.co.uk/north-east-analysis/analysis-news/bill-bryson-boost-newcastle-universitys-7728889

### LinkedIn: good but not great ?
At risk of biting the hand that feeds me LinkedIn is good but it’s not great. When did I have that revelation? When stuck trying to do some research for a new management consultancy job we are handling on Friday afternoon and the site was down. I started thinking about a number of other times I couldn’t use the site and thought of how many other recruitment people across the globe would be feeling the same frustration!
Apart from the horrific pain of a recent IT project (you know who you are friendly IT company) our own recruitment system has had barely a lost hour of service in the last 10 years!
I then jumped to the other irritations, chief of which is the continual “upgrades”: some are indeed an improvement but most are simply removing useful features or making you pay for them. In any event the chief bugbear is just the disruption as you spend 15 minutes trying to find something and eventually realising (via Google) that nope: it’s gone.
Closely behind is the so called Boolean searching which defies belief: there are many inexplicable oddities. One small example from a search on my profile: “card” = 40 results; “cards”= 19065; “card or cards” = 7087; “card OR cards” = 33884. Just bonkers!
In trying to “monetise”, the other Golden Goose for the benefit of recruitment people they are killing is the candidate population. To justify the HUGE amounts of money they charge us recruiters they have to make it really easy to contact candidates, often many at a time, and seemingly without regard to whether they have selected “career opportunities”. The result is that candidates are becoming less and less responsive or hiding their profile, removing key information and so on. You wonder why some searches seem to produce very few candidates? I thought it was just because there weren’t many available or that I was failing to do proper candidate searches but, while that may be true, I’ve actually realised in high demand areas they almost certainly hide from the deluge of calls and InMails.
Also, some would have you believe that everyone is on LinkedIn. Our database goes back over 15 years and I was recently cross checking former candidates against LinkedIn to see where they were now: what was really surprising is that less than half were identifiable on LinkedIn. The permutations of reasons might make for another article but my belief is that one major one is that contrary to popular belief many people, including those in the professions and perhaps especially those at “executive” level, are not on LinkedIn.
It’s also amazing how out of date many LinkedIn profiles are: again something they keep quiet about. A really useful feature would be “date of last update” but I suspect they’ve probably tried that and realised the implications if lots of fee paying recruiters realised how old some of the information on the site is!
So yes, of course LinkedIn is very useful: I might even concede invaluable, but it’s not perfect and constantly reminds me why I’m really glad that we’ve got our old fashioned, boring, “so last century” candidate database!

### UK Banking under the Spotlight
Steve Pateman, Head of Santander UK, speaks at Management Consultancies Association Breakfast Briefing sponsored by Prism Executive Recruitment.
Steve joined Santander in June 2008 and became Executive Director, Head of UK Banking in March 2012 with his appointment as a Member of the Santander UK Board confirmed in June 2011.
Steve's responsibility now covers Retail, Corporate, Commercial and Business Banking, incorporating all of Santander UK's channels under his remit.
Previously with NatWest and RBS where he was CEO of Business Banking, Managing Director of Commercial Banking and Managing Director of Corporate Banking. Steve also worked on a variety of financings, restructurings, capital market and equity issues during his time in NatWest Markets where he specialised in the leisure and retail sectors.
After a brief and good natured dig at the assembled Management Consultants (PowerPoint/recycled ideas) Steve, speaking without notes, introduced us to Santander and his vision and views of the challenges of Retail Banking.
A Q&A session followed which revealed interesting perspectives on the regulatory environment.
The session concluded with warm thanks from Alan Leaman, CEO of the Management Consultancies Association

### Interview Technique
How to excel at interview
Before The Interview
Ensure you have researched the company interviewing you. With the help of the internet, you should be able to obtain plenty of corporate information, product/services details and current news articles on most organisations. Many employers place particular importance on this and view it as a good indicator of the suitability and level of interest of a potential applicant.
Rehearse potential interview questions: as well as those relating to job moves and relevant experience be sure you can articulate why you are interested in this particular role, with this particular employer and how it will fit with your career ambitions. Study the job description if available, or the advertisement you applied to, to ensure that you are prepared for questions relating to the attributes and experience specified. For example if there is a point referring to the need to be innovative, think of examples which might demonstrate this.
Review your CV and application to refresh your memory regarding dates, experience and your claims for particular expertise, skills and personal attributes.
Ensure you are well briefed (where applicable) by the recruitment consultancy that is representing you. They should be able to tell you the format of the interview, something about the personalities you will be meeting and where interviewees have succeeded/failed with their client in the past. If you are applying direct you should still be able to glean useful information from web searching including LinkedIn. You may even have helpful contacts in the organisation who can give you some useful pointers.
Allow plenty of time for travel to the interview. Aim to arrive with 10-15 minutes to spare.
Try to schedule the interview at a time that is unlikely to need to be changed or cancelled at the last minute.
You can find more help with pre-interview preparation here.
During The Interview
Always welcome the interviewer with a firm handshake, direct eye contact and a smile.
Be conscious of the environment you have entered – new building, busy reception, chaotic environment – all these facilitate the initial 'small talk'.
Ensure you are clear and concise when answering questions and be aware that you will be asked for examples to back up the statements/claims you make during the interview. Be prepared for classic interview questions.
Remain open, positive and honest. Interviewers are looking for the 'real' you, so avoid telling them what you think they want to hear.
After The Interview
Analyse where you performed well and, equally importantly, which questions caught you out.
Where appropriate, provide feedback to the recruitment consultancy involved in the appointment.
Consider contacting and thanking the interviewer.
If invited for another interview, try and find out where you need to score better.
If unsuccessful after an interview do your best to find out why. The feedback will help next time.
 
We provide useful advice and interview tips here.

### MCA Breakfast Briefing: Progressive Capitalism with Lord David Sainsbury
Prism were delighted, as a Management Consultancies Association strategic partner, to sponsor another of the highly acclaimed “Breakfast Briefing” series with Lord David Sainsbury
David Sainsbury has enjoyed a remarkable career in business and government. He worked for the eponymous supermarket for 32 years, including periods as Finance Director and Chairman. He was then one of the longest serving ministers in the Blair government, working as Minister of Science and Innovation from 1998 until 2006. He is a major donor to charities and other good causes, including the Institute for Government. He was elected Chancellor of Cambridge University in 2011.
David’s book Progressive Capitalism : How to achieve economic growth, liberty and social justice was published in 2013 to great acclaim. Andrew Adonis described it as ‘a  powerful and cogent critique’ and a ‘must read’ for anyone interested in industrial policy. Sainsbury’s analysis is likely to be very influential as Labour and Ed Miliband prepare for the 2015 election.
Following an introduction from Alan Leaman, CEO of the MCA, there followed a thought provoking and of course cogently argued talk to launch his new book “Progressive Capitalism”
There followed a lively question and answer session with enlightening insights into his time in Government: the quote of the day was surely “don’t assume a conspiracy: look for stupidity”

### MCA: Retail Industry Challenges in 2014
Prism Executive Recruitment, a leader in management consultancy recruitment, was delighted to sponsor the first Management Consultancies Association (MCA) Breakfast Briefing of 2014 on Thursday 20th February.
There was an excellent turnout to hear Helen Dickinson, Director General of the British Retail Consortium give a highly informative presentation on the challenges facing the retail industry in 2014.
Helen was able to bring a unique perspective: she was previously Head of Retail at KPMG and is now firmly in the industry camp.
Helen reminded the audience that this has been a difficult period for traditional “bricks and mortar” retailers and that only a year ago Blockbuster, HMV, Jessops and horse meat were in the news for all the wrong reasons.
Helen then gave the audience a fascinating insight and perspective and her analysis was noteworthy for a number of potential silver linings instead of the usual storm clouds.
A warm thank you from Alan Leaman, CEO of the MCA concluded an entertaining event.


## Pages
### Salary and market reviews


### Assignments Completed by Prism
Our consultants are experts in consulting recruitment, not only for management consultancy firms, but also finding great management consultants for jobs in corporates. Prism Executive Recruitment has been established for 25 years and our depth and breadth of experience in recruiting in these sector is unrivalled. No two consultant recruiting assignments are the same, and consequently, we tailor our approach to the individual needs of each client. A selection of some of our recent successfully completed assignments is listed below.
Contact us to discuss how we can help you with hiring excellent management consulting talent.
 
Client Description
Job Title
 
Well regarded and successful strategy consulting firm
Strategy Consultant
Highly successful, expanding growth and transformation boutique
Managing Consultant: Strategy and Transformation
Highly successful, expanding growth and transformation boutique
Senior Manager: Business Transformation
Established and highly regarded international consulting firm
Management Consultant – Automotive Industry
Well-established boutique growth, transformation and strategy consultancy
Transformation and Strategy Consulting Manager
Roles for a business analyst or management consultant to make an impact in high growth business
Business Analyst
Key role in expanding strategy, growth, change and transformation consultancy
Consulting Director Strategy and Transformation
Exceptional career opportunity in one of the UK’s fastest growing firms
Senior Management Consultant
A well-established and growing boutique global management consulting firm
Consulting Director Operational Excellence 
A revolutionary Customer Strategy, Customer Experience and Customer Insights Consultancy
Principal Customer Strategy Consultant
A well-established and highly regarded international boutique strategy, organisational change and transformation consultancy
Consulting Director Strategy and Transformation
High growth mid-sized consulting firm, part of a major global digital services group
Principal Consultant
One of the UK’s fastest growing technology and digital companies
HR Consulting Director
Boutique and highly regarded operations consulting firm
Consulting Director – Performance Improvement
Established CIO advisory, strategy and management consultancy
Principal Management Consultant
International management consulting arm of a leading engineering firm
Consulting Director/Partner M&A
Young and dynamic management consultancy
Senior Management Consultant Project & Programme Delivery
Highly regarded global consulting firm
Operational Excellence Management Consultant
High growth independent CIO Advisory consultancy
IT Managing Consultant
Consultancy specialising in building high performance teams
Senior Change Management Consultant
Iconic UK business
Head of Strategy and Transformation
High growth global engineering and consulting firm
Senior Management Consultant Mergers and Acquisitions
Values led global consumer brand
Strategy and Operations Consultant
High growth CIO advisory firm
Senior Consultant
Mid-sized strategy consultancy
Operations Consulting Manager
Innovation, Research and Development leader
Head of Innovation Consulting
Expanding IT strategy boutique
Consulting Director Financial Services
CIO advisory boutique
Finance and Operations Director
Leader in IT Services and outsourcing
Insurance Sales Director
Expanding IT strategy firm
Principal  Consultant IT Architecture
Global Professional Services firm
Strategy and Corporate Development Director
Prestigious Financial Services group
Director Strategic Transformation & Change 
Award winning IT consultancy
Principal IT Consultant Germany
Healthcare & Life Sciences boutique
Consulting Director Healthcare
Independent strategy and operations consultancy
Senior Supply Chain Consultant
High growth change management consultancy
Senior Change Management Consultant
Award winning boutique consultancy
Director: People Change
Global IT services Plc
Digital Marketing Consultant
Award winning operations firm
Financial Services Consulting Director 
CIO advisory boutique
Managing Consultant 
Major European consultancy
Senior IT Consulting Manager
IT Strategy Consultancy
Principal Consultant
Leading Operations Consultancy
Vice President Business Development
Global Investment Management firm
Head of Internal Consulting
Niche Strategy boutique
Strategy Analyst
Strategy and Operations firm
People and Operations Manager
Strategy and Operations firm
Marketing Manager
Global IT Services Plc
FS Transformation Director
Strategy and Operations firm
Principal Consultant Energy/Utilities
Top tier Business Services firm
Head of Change
Major Insurance Plc
Head of Strategy and MI
Operations Consultancy
Operational Excellence Consultant
Strategy and Operations firm
Managing Consultant Banking
Medical Products Supplier
Business Development Manager
Global IT Services Plc
Principal Insurance Consultant
Medical Products Supplier
Digital Healthcare Manager
Boutique Operations Consultancy
Managing Consultant
High Growth Banking Consultancy
Banking Consulting Director
Niche IT Consultancy
IT Consulting Director
Leading Outsourcing Plc
Transformation Director
Niche Change Consultancy
Change Consulting Director
Global IT Services Plc
Insurance Sales Director
Programme Management Consultancy
Programme Director
Not for Profit Organisation
Head of Digital Transformation
Major Retail Bank
Programme Delivery Director
Boutique Financial Services Consultancy
Partner
Boutique Financial Services Consultancy
Manager
Premier IT Services and Outsourcing Plc
Domain Consultant Insurance
High growth operations Consultancy
Managing Consultant
High Growth Operations Consultancy
Director Healthcare Consulting
Change management consultancy
Vice President: Business Development
Leading IT Services Multinational
Digital Strategy Consultant
Premier IT Services and Outsourcing business
Insurance Sales Director
Niche IT Consultancy
Business Development Manager
Leading Insurance plc
Head of Claims
Start-up consulting boutique
Banking Consultant
Major IT Services & outsourcing plc
Insurance Sales Director
IT Services and Consulting plc
Business Transformation & Change Consultant
Operations and Lean Consultancy
Director: Manufacturing Consulting
Market information and IT services Co
Managing Director
Mid-sized independent consultancy
Health Sector Director
Major IT Services & outsourcing plc
Principal Telecoms Consultant
Professional Services Firm
Transformation Director
Software Vendor
Professional Services Director
Market Leading Operations Consultancy
EMEA Head of Consulting
Leading Independent Lean Consultancy
Senior Consultant
Major Public Sector Services plc
Managing Consultant-Social Services
Oil/Energy Consulting Boutique
Principal Consultant
Leading Insurance plc
Head of Strategy
Major Banking Group
Programme Director: Payments
Pre-eminent On-Line Retailer
Customer Experience Programme Manager
Top Strategy and Operations Consultancy
Consulting Manager: Operations/Supply Chain
Top Strategy and Operations Consultancy
Consulting Manager: Healthcare/Operations
Top Strategy and Operations Consultancy
Consulting Manager: Strategic Technology
Top Strategy and Operations Consultancy
Consulting Manager: Pharmaceuticals
Multinational Leading Insurance Company
Senior Strategy Manager
Multinational Leading Insurance Company
Head of Strategy
Multinational Leading Insurance Company
Head of Product Governance
Multinational Leading Insurance Company
Principal Consultant: HR Transformation
Multinational Leading Insurance Company
Director of Operations
Multinational Leading Insurance Company
Interim Programme Manager
Leading UK Life Insurance Provider
Head of Marketing Strategy
Leading UK Life Insurance Provider
Head of Strategic Sourcing
Global Banking Leader
Enterprise Architecture Leader
Global Telecomms Leader
Business Transformation Director
Global Telecomms Leader
Head of Business Process
Leading Provider of Marketing and IT Solutions
Managing Director
Leading Provider of Marketing and IT Solutions
Vice President: Sales
High Growth Banking Consultancy
Technology Consulting Director
Leading European IT Services and BPO Firm
Payments Consulting Director
UK Leader in BPO and Consulting Solutions
Solutions Director: BPO F&A
UK Leader in BPO and Consulting Solutions
Customer Insight Lead
Boutique Change Management Firm
Principal Consultant: Social Care
High Growth Programme Management Consultancy
Principal Consultant: Business Change
High Growth Programme Management Consultancy
Director: Retail/FMCG Consulting
High Growth Programme Management Consultancy
Director Capital Markets Consulting
Fast Expanding US IT Services and BPO Player
Programme Director: Insurance
Leading US IT and Professional Services Multinational
CIO Advisory Principal
Leading US IT and Professional Services Multinational
Security Consulting Practice Leader
Leading US IT and Professional Services Multinational
Business Change Director
Leading US IT and Professional Services Multinational
Transformation Programme Director
Global IT Research Firm
ERP Solution Director
Boutique Operations Consultancy
Research Director
Global FMCG Company
Head of IT
Highly Respected Specialist Insurer
Head of Strategy
Internal Banking Consultancy
Senior Manager - Consulting
Internal Banking Consultancy
Head of Consulting
Mid-Tier European Consultancy
Director FMCG Consulting
Leading BPO and Advisory Company
Account Director
Big Four Advisory Firm
Director: Regulatory
Leading Independent European Consultancy
CIO Advisory Manager
Leading Independent European Consultancy
Practice Leader Financial Management
Leading Independent European Consultancy
F&PM Engagement Manager
Leading Independent European Consultancy
Director Financial Services
Leading Independent European Consultancy
Due Diligence Partner
Global IT Services plc
Account Director Utilities
UK Software and Managed Services plc
Operations Director
Global Trading and Raw Materials Leader
CIO
Big Four Advisory Firm
Director Energy Strategy Consulting
Highly Regarded Operations Consulting Firm
Director: Operations Consulting
Global Leader in Energy Management Solutions
Senior Vice President: Smart Cities
Pre-eminent Indian IT Services and Consulting Company
Insurance Managing Consultant
Pre-eminent Indian IT Services and Consulting Company
Programme Director
Pre-eminent Indian IT Services and Consulting Company
Insurance Sales Director
Pre-eminent Indian IT Services and Consulting Company
Digital Consulting Director EMEA
Software and Enterprise Applications plc
Regional Manager
Independent Global Operations Consulting Firm
Principal Consultant: Energy
Consulting Business of Leading Marcomms Agency
Director: Digital Consulting
Public Sector Consulting Leader
Business Consultant/Financial Consultant
Leading Independent Lean Consultancy
Client Partner: Life Sciences
Leading Independent Lean Consultancy
Sector Lead Health
Major Offshore IT Services and Consulting Company
Managing Consultant Energy
Major Offshore IT Services and Consulting Company
Operational Excellence: Financial Services
Major International BPO plc
BPO Sales Director
Major International BPO plc
Sales Director

### A move into a UK management consultancy firm?
We are a niche recruiter and we only handle roles seeking experienced management consultants with a recent career as a permanent consulting employee in an established and recognised management consulting firm or practice.
We regret we are not able to advise or assist those seeking a career change into a management consultancy role,  looking for a consulting job at the very early stages of their career,  who have recently graduated or finished an MBA, or who require sponsorship to work in the UK.
In our experience direct approaches to consulting firms and also people in your network in target employers are likely to be the best route for you. This is because employers may only use recruitment firms, which charge a fee, for hard to fill roles or very specific skill sets.
However we are often asked:
 	How can I switch to a career in management consulting?
 	Can I get into management consulting without experience?
 	What is the best way to become a management consultant?
 	I’ve just moved to the UK and need sponsorship: how do I find a management consulting job?
We have compiled some helpful links and resources below.
Where to find more information on careers and UK employers in management consulting.
For information on careers in management consultancy and also for potential employers to approach please review these sites and articles:
 	MCA
 	Consultancy.UK (also https://www.consultancy.uk/rankings/2025  and https://www.consultancy.uk/firms )
 	Financial Times UK’s Leading Management Consultants 2025
 	Bright Network
 	Prospects 
 	James Brown is a management consulting career coach and his website and newsletter has much useful advice.
Some of the sites and articles are aimed at graduate entry and MBA level. However they do feature useful information and also potential employers, which may be relevant to more experienced job seekers seeking a career move into management consulting.
LinkedIn and Glassdoor searches are also a good source of potential employers to approach albeit the jobs on those sites may also be seeking experienced consultants.
Jooble are a jobsite who aggregate management consultant job vacancies, some of which are at a more junior level or graduate entry.
Source Global Research is a great resource for in-depth consultancy insights, albeit some areas are for members only.
Consultant’s Mind is another excellent source of information.
Our Management Consultants Job Search Survey , from a few years ago but still accurate, highlights the point about the network.
As well as obvious "strong" contacts consider other people in your extended network. This seminal report of Dr Mark Granovetter , the "Strength of Weak Ties" is as relevant today as it was when published!
Here is more advice and guidance for job seekers: featuring a wealth of useful insights and guides from career planning to job offer.
Good luck!

### Management Consultancy Recruitment Guide 2025
Read our guide on the management consultancy sector and the recruitment of management consultants.
 	For clients: how to attract, recruit and retain the best management consulting talent.
 	For candidates: how to find and secure your ideal consulting job.
Consultancy Recruitment Guide Contents
Management Consulting Sector Overview
 	Professional bodies
 	A career in management consultancy
 	What makes a good management consultant?
For Clients: Recruiting and retaining great talent
 	Why use a specialist management consultancy recruitment consultant?
 	Selecting the right recruitment partner
 	Importance of the candidate experience
 	Employee retention and career development
 	Evolution of consultancy firms’ talent acquisition strategy
 	Recruitment of consultants for roles within corporates
For Candidates: Career planning and job search
 	Importance of career planning
 	Entering the job market
 	Assistance with your job search
 	Handling a counter offer
 	Moving from a consultancy firm into a corporate environment
 	How to get the best service from a recruiter
 	Prism’s experience
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Management Consulting Sector Overview
 The UK management consulting industry is generally regarded as amongst the best in the world and a vital part of the business landscape. The industry is worth more than £18.6 billion, with double digit growth in 2023 and expected in 2024 according to the Management Consultancies Association (MCA).
In 2024 AI and digital technology expertise on adaptation and adoption for clients as well as cost efficiency programmes will generate the biggest opportunities for consulting firms.
Although still increasing, sustainability services are also predicted to grow at a slower rate as clients face economic challenges and focus more on the day to day running of their businesses.
The MCA also reports Global clients continue to turn to the UK’s leading sector for expert advice with over £5.6 bn of services exported overall.
An unexpected benefit of the pandemic was employees were forced to work from home under government-mandated lockdowns around the world. International companies found that consulting projects could often be served remotely from the UK as in their own domestic markets.
Demand has been particularly high in the US, Canada, Australia, and South Africa. Other important overseas markets for UK firms were the UAE, China, Japan and Singapore.
According to Source Global consulting, who published their UK Consulting Market Report in March 2024, Cybersecurity remained the fastest-growing service for consultants. They were however noticeably less optimistic about growth in the consulting market for 2024.
Management consultancy firms provide external advice to organisations, giving specialist expertise or an outside perspective on the whole or part of a company’s business.  This is in order to create efficiency gains, prepare for growth or implement technology. Consultants are typically employed to assess and analyse a specific area of an organisation. Following this, they will deliver recommendations for improvement.
The work of consultants, therefore, falls broadly into a number of categories. These include strategic, business improvement, change management, and information technology. Increasingly, clients are seeking a more holistic approach to digital transformation. They are using consultancy support in developing their digital strategy across all service lines.
Consultancies vary in size and focus but it is possible to group them as follows:
Generalist consultancies. These are the large consulting firms offering a wide range of services including in some cases outsourcing. These firms operate on a global basis and provide the employee with a wide variety of work experience.
Strategy consultancies. Often smaller or medium-sized firms focussed on providing strategic advice to firms and long-term planning and reorganisation.
Niche consultancies. A significant proportion of the growth of the UK consultancy sector has been driven by consultants leaving larger firms and establishing smaller specialist firms in a particular sector or service. These boutique consultancies have an in-depth knowledge of their sector or subject area, for example, Financial Services, Public Sector or Supply Chain, IT advisory etc.
In addition, a significant proportion of expenditure on management consultancy services in the UK now goes to independent consultants who work on a contract basis.
Professional management consultant bodies
The Management Consultancies Association (MCA) is the UK management consultancy industry’s representative organisation. It has been at the heart of the UK Consulting Industry since 1956. Membership of the MCA is recognised as a mark of quality for consulting firms and Associate members. The MCA's mission is to promote the value of management consultancy for the economy and society as a whole. The MCA's member companies comprise over 50% of the UK consulting industry. They also work with over 90 of the top FTSE 100 companies and large parts of the public sector.
The organisation provides and facilitates thought leadership on the key challenges and issues facing the management consultancy industry. In addition, they commission research and policy analysis and represent the industry in discussions with the government and other stakeholders.
The MCA provides networking opportunities and for the last 25 years it has celebrated the best of management consultancy with the Annual MCA Awards. This is seen as the benchmark of quality in the industry.
The Institute of Consulting has progressively been developing its position and strategy as the professional body for the consultancy profession. The organisation, whose mission is "Better led and better-managed organisations", provides guidance on good practice across the profession. It provides support and training for its members and a framework of qualifications.
Management consultancy
Management consultancy is a challenging and stimulating career choice. It is an industry that exists to support other businesses. As such, it is an exciting environment in which to work and provides an ideal experience and a stepping stone into the corporate environment. Our consultancy recruitment guide will help to explain how a career in management consultancy might develop. It also provides advice whether you are looking for it from a client or candidate perspective.
The major consulting firms typically recruit candidates who are at three different stages of their careers:
 	New graduates: competition is intense and firms are aiming to recruit applicants with a very narrow and predetermined set of characteristics especially focused on specific degrees and specific universities
 	MBA hiring programmes: leading consultancy firms, and in particular the strategy firms, hire candidates who have just graduated from the leading business schools. Again this is a very competitive mode of entry! Most firms will consider applicants from only specific business schools.
 	Experienced hires who will have specific experience or sector expertise of value to the firm’s clients. Sometimes entrants will not have prior consulting experience but at more senior levels this is essential because of the need to manage consultancy engagements and staff, manage clients and bring in revenue.
What makes a good management consultant?
Much has been written on this subject and specific skills and experience will always be required. However, there are a number of key generic requirements for success in all management consultancy jobs:
 	Intellectual capability evidenced by a strong educational background and at least an honours level degree. Many consultants have a PhD or MBA
 	Strong analytical skills and a desire and curiosity to find a solution to a problem
 	Excellent written and verbal communication
 	The ability to relate to people and quickly build rapport. A good consultant listens and recognises another person’s point of view while at the same time remaining objective
 	Integrity and professionalism
 	Willingness to deal with new challenges and adapt as circumstance dictates
 	Willingness at times to compromise on work-life balance
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For Clients: Recruiting and retaining great consultant talent
Talent management is an essential component of business success. While there are many talent management models, the elements can broadly be categorised into five areas. These are planning, attracting, developing, retaining and transitioning (including succession planning).
An important key to success is to ensure the acquisition process is optimised. If there is a surplus of good candidates, consultancy firms are able to pick and choose and talent acquisition is not a constraint on business expansion. However, for some time there has been a “war for talent”. It has never been more important for consultancy firms, particularly small and mid-sized organisations, to plan ahead.
With changing demands in expertise due to emerging and rapidly growing digital technologies, consultancies may need to think more laterally about where they recruit staff and their approach to management consultancy recruitment. The traditional route of smaller firms hiring from larger consultancies (or consultancies within large corporates) may have to be augmented with recruits from non-corporates or even start-ups.
There are broadly four main routes to hiring staff:
 	Your own networks and those of your staff
 	“In-house” recruitment
 	Recruitment Outsourcing
 	External recruitment providers i.e. a consultancy recruitment agency or head-hunter
Within any organisation, the leadership team and hiring managers can find themselves being advised about recruitment by internal staff with their own agendas. These are sometimes in conflict with what are really the best methods to find, attract and hire top talent. It is important to consider the pros and cons of each method. It is also likely that a blended and hybrid approach may be most effective.
Lead time on recruitment can be months, so it is critical for firms to establish a talent pipeline. Management consultancy firms must be proactive, not reactive in their talent acquisition strategy. They must also be receptive to hiring staff with the right character and fit for a firm, rather than delaying hiring by being too specific about exact experience. A survey of 500 leaders found that the right “personality” was judged the most important quality in a worker by 78% compared with “skill set”, which scored 39%. In practice, many firms are looking for the elusive “perfect” candidate.
Why use a specialist management consultancy recruitment consultant?
The most compelling reason for using an external management consultant recruitment agency is that they have access to a greater talent pool than relying solely on an in-house recruiter. They also have the expertise and resources to streamline the process. Additionally, they are experts at marketing and presenting your firm’s Employee Value Proposition and role to prospective candidates, and seeking out specialist hard-to-find skills. Their understanding of the market enables them to assist with recruitment challenges such as diversity and inclusion and the importance of retaining women within the consultancy industry.
External recruiters and executive consultancy recruitment agencies may seem expensive, but they often only charge a fee when they find a suitable candidate. It is important not to view recruitment as simply an overhead. Instead, apply a Return on Investment (ROI) approach as you would in other parts of the business. In this way consultancy firms should directly compare the cost of a hire with the returns (fees) that these hires produce and the loss of revenue of hiring is delayed or ineffective.
An external consultancy recruitment agency partner
Your choice of an external management consultancy recruitment agency is important. They are the face of your organisation to potential candidates and an ambassador for your brand. It is important to take time to select a recruiter you can work with who you know will act with integrity. Personal recommendation is important, as is the ability to build a rapport to ensure you are able to maximise their effectiveness.
How you work with a consultant recruitment firm is also relevant. Recruitment problems cannot always be resolved by pre-determined, packaged services so it is essential to consider the options. Whilst contingent recruitment seems attractive (no success, no fee) there are a number of reasons why executive search might be much more cost-effective and successful for an organisation. It is important to understand the best way to make recruiters work hardest for YOU.
Importance of the candidate experience within management consultancy
A company’s application process will have a direct impact on their ability to hire top talent. In a climate where demand for talent outstrips supply, how you treat your job applicants may make the difference between whether they accept a job offer or decline it. This applies to direct hiring and using a consultant recruitment agency to find candidates for a job. Hence the need to ensure your executive search firm has the highest standards of professionalism. Providing a great candidate experience can be a differentiator between you and another company. Job seekers say that one of the most important factors in deciding whether to accept a job offer is the candidate's experience with a prospective employer.
Unacknowledged applications, poor communication, lack of useful information or feedback and long, slow hiring processes rank as the biggest frustrations. A good recruiter can manage the process but not without a commitment from both the hiring manager and in-house recruiter.
It goes without saying firms should treat the candidates whom they reject with as much professionalism as those they wish to hire. When people have a bad experience, they tell other people. This is in person, or increasingly, via social media or Glassdoor.
Retention and career development
Retention is a key component of talent management. It is dependent on a multitude of factors including:
 	remuneration strategy
 	the culture within the organisation
 	training and career progression
 	challenging and varied work
 	work life balance
Some surveys suggest that the millennial generation will have ten or more employers during their career. Work-life balance is becoming increasingly important to retain staff and to ensure the success of succession planning. In this respect, the smaller or medium-sized firms have an advantage in that they can respond more quickly to employee demands and potentially offer more flexible working.
Management consultancy firms’ talent acquisition strategy
When Prism was established as a specialist management consultancy recruiter over  twenty years ago, the world was very different. There were few job boards, few people using email, and no LinkedIn. Few companies had career pages or jobs on their website.
People looked in The Sunday Times for management consulting jobs and posted an application, or they registered with an agency.
Employers often had very small in-house recruitment teams whose job was often relatively high-level and strategic, including managing agencies and head-hunters rather than finding candidates directly.
The recruitment landscape now looks very different and, as with many other areas of business, cost enabled by technology has been a major driver.
Many firms, large and small, now place much more focus on reducing recruitment costs even if, arguably, this is at the expense of the candidate experience and finding the best talent.
In-house recruitment consultants are to be found in abundance and the logic, of course, is that their fixed cost is much lower than agencies: although the latter are often paid on only on success, so a firm seeking large numbers of staff will soon have a very large annual overhead.  In some cases, recruitment is, as an alternative, outsourced, applying the same logic as any other outsourced service or function.
These strategies can be very effective but can fail to cope with rapid increases in demand or a requirement for very specific or sought-after skills which is where head-hunters and agencies are still used. It is also more difficult for smaller firms to justify the fixed cost of a recruitment employee and in addition to such firms, an in-house recruiter can struggle to gain candidate engagement if the brand is less well known.
Recruitment of consultants for roles within Corporates
Many “Corporates” recognise the value of experienced management consultants. Indeed, many industry leaders have, in their careers, worked with the top tier management consulting firms, especially the leading brand name strategy consultancies. Also, historically many interims and freelancers have often had a consulting pedigree. They can deliver high-quality work to "Corporates" at a fraction of the price charged by the firms they used to work for.
What has changed is the increasing realization of the value to be gained by employing ex-management consultants in permanent roles as internal change and transformation leaders. This is partly cost but also recognition that in some cases people on the inside can do a more effective job than external consultants. Furthermore, by retaining these staff they keep the knowledge and expertise “in house”.
Another area of a Corporate that has traditionally sought management consultants is, of course, strategy.
In both cases, the breadth of experience that consultants can bring together with their typically strong “softer skills” e.g. stakeholder management, problem-solving, intellect, interpersonal etc. can make them an exceptional future talent with the capability and flexibility to work in other areas of the business as well as the ambition and talent for further career development.
Indeed, the best candidates will be actively seeking career potential. So when seeking talent from consultancy firms it is important to be clear regarding the career prospects. Ideally, this should be supported by examples of other management consultants progressing within the organisation.
Another aspect to be aware of is how to source these individuals. Mainstream finance or IT recruitment agencies (by way of example) will simply not have the contacts or experience to target and tempt the best consultants. This means you need to work with a recruiter that is focused on this market.
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For Candidates: Career planning and job search
The importance of career planning within consultancy
Successful careers almost never happen by accident. There might be lucky breaks along the way but there is usually a goal and a strategy. For anyone looking for a career in the industry, this management consultancy guide is going to cover every different aspect you need to consider.
In the past, when perhaps an employee reckoned on staying with an employer for life, they could be confident that their talents would be recognised and that new roles, promotions, pay rises would come along regularly. This would be in exchange for their loyalty and hard work.
There are still a handful of companies where that might be true. For these, the term “talent management” is not lip service. Or very high-growth companies where an employee might be inexorably pushed further and further upward.
But increasingly people need to manage their own careers. Like any other strategy, there needs to be clarity around objectives and endpoints. Some can be very explicit. Some can be fuzzier. But there needs to be a clear purpose and direction. This might sound obvious but it is often clear to Prism from a CV and a career discussion that people have made moves (or are considering doing so) without any career logic. This is perhaps based on gut feel, an enticing salary or a whole host of reasons that “seemed like a good idea at the time” but with hindsight can be catastrophic.
Motivations for a career move
The motivations can sometimes be because of a pressing need to find a new job. In those situations, if possible, it is always worth asking the question “if I were happy in a role and with my employer, would I even give this the time of day?”. That can sometimes be a useful reality check.
These goals have to factor in personal circumstances. The ideal starting point is “what do I want from my life and career?" What is important?  Family? Money? Work-life balance? Running my own business? Retiring early? Never retiring? Remaining in consulting or moving “client-side”? What sort of person am I?  Do I really have the ambition, motivation and perhaps sharp elbows to reach the highest heights? This is perhaps the “life the universe and everything” question.
Next steps are around timescale. Working back from the end goal, an employee should decide where that means they want to be in (say) 15 years’ time, 7 years’ time, 3 years’ time and then critically, what that means in terms of the next job move.
That doesn’t mean that it is wise to be dogmatic about what a role and employer is likely to be. Actually, the reverse is much more often the case.  In Prism’s experience, a candidate may often tell us they could consider contract or permanent, a large firm or a small firm, a delivery role or a sales role i.e. arguably looking too broadly without evidence of the aforementioned plan and strategy.
There will be times with a job or an employer when you definitely should not take that headhunt call or seductive LinkedIn approach. There will also be other times when you could be open to approaches. Finally, there will be times when all your efforts and energies are devoted to the next move.
Career planning can help you decide whether to move, when to move and where to move!
Entering the management consultant job market
It is estimated by LinkedIn that at any one time, 85% of the working population is either actively or passively looking for a job.  There is a difference between being tempted by a speculative call from a headhunter and applying to a number of miscellaneous jobs. Much is written about the pros and cons of active and passive candidates. From a candidate’s viewpoint, it is important to consider carefully how a particular job move fits into an overall career plan. It is crucial to avoid becoming a job hopper.
If you are intending to actively enter the job market (or are receptive to approaches) a certain amount of preparation is required.
Assistance with your consultancy job search
CV writing
It is tempting to think that writing a good CV for management consultancy jobs is straightforward, but unfortunately, this is not the case. This section is a key part of this management consultancy guide. We have seen first-hand just how crucial a CV can be.
It is important to consider how candidates are selected for interviews. This is either by an executive search consultant or an employer. The CV should be designed accordingly. A decision is made very quickly whether to consider a candidate based on a swift initial review of their CV. Alas, the CV assessor will not read every word in this review, or indeed ever. They might have hundreds of applicants’ CVs to consider. It is therefore important to keep this in mind and to present information in an effective and accessible way.
Many CVs are mediocre, therefore to present yourself in the best possible way and stand a good chance of being selected for an interview, it may be worth taking advice from someone who is reviewing CVs on a day-to-day basis. There are a number of companies that offer CV writing services at a price. However, a professional specialist management consultancy recruitment firm may be willing to give advice and guidance on this as part of their remit.
It is advisable to keep your CV up to date but also to be aware that different jobs may require the CV to be tweaked to draw out your strengths and experience relevant to the role.
LinkedIn profile
Your CV is key to your personal brand but a CV will be tailored to each individual job application and is only one part of the jigsaw. Your LinkedIn profile is an opportunity to paint a more comprehensive and three-dimensional picture of yourself, your career experience and your ambitions.
Furthermore, your LinkedIn profile is likely the first port of call for headhunters so it is important to view it as your marketing document. You should make sure to optimise your LinkedIn profile for headhunters.
Interview preparation
Congratulations, you have reached the interview stage! The key to success now is preparation, preparation, preparation.
This should take a number of different forms:
Pre-interview planning. This should be thorough preparation and will include not only basic information such as the interview arrangements (whether face to face or virtual) but also significant research into the company itself, its brand and values and the role. If you are applying via an executive search firm, a good recruitment consultant or consultancy recruitment agency should brief you fully on the role and company. However, this is no substitute for additional research.
The interview itself. It is a good idea to consider in advance your answers to a number of common interview questions. Popular topics are as follows:
 	The “Why you” questions
 	The “Why us” questions
 	“Culture fit” and “Teamwork” interview questions
 	Career expectations
Some management consultancy firms will ask questions that can seem like a cliché. It is tempting for a candidate to simply trot out a well-rehearsed answer. It is important you are not missing the point of the question and look out for any hidden agenda. See our advice on three classic interview questions.
Handling a counteroffer
It is increasingly common that a job seeker, having applied for a consulting job, navigated the interview process and secured an offer, will be ambushed with a counteroffer from their current employer. It is rare that accepting such an offer has any long-term benefits. But it is useful to examine in advance your reasons for seeking a job move. This will ensure that you are in the best position to either reject, avoid or respond to a counteroffer should the situation arise.
Moving from a consultancy firm into a Corporate environment
For many consultants, a move into a “client” or a Corporate  (aka “client-side”) is the ultimate goal of their career. The reasons can be work-life balance or, often a sense of greater fulfillment. They might find this missing in advisory projects or moving from client to client. Alternatively, they may not be comfortable moving into increasingly sales-orientated roles as they rise up their consultancy career.
It is, however, very difficult to make the move and more difficult still to make a move that then leads on to a thriving career without been pigeonholed into e.g. strategy or change roles which can be a dead end. There are a VERY small number of firms that are good at ensuring excellent transitions (i.e. McKinsey). But for the most part, a consultant is on their own.
Having made the move, many consultants can end up disappointed by their inability to really make an impact or by the lack of variety or, as suggested, by lack of career progression. If they decide to return they may be surprised to find they are not welcomed back into consultancy with open arms. They may be more expensive and from a consultancy employer’s perspective, be no further forward or even have taken a step back in their career. There will also be potential doubts about the career planning: why the move out? What were they unhappy with about consultancy? Are we just a port in a storm as they seek to re-establish their consultancy career?
Tips for moving from a consultancy firm into a Corporate
Tips for making a move into a corporate include:
 	Focus your career in the sector you want to end up in rather than being generalist or hoping to swap sector
 	Don’t leave it too late. The more expensive you are and the longer you have been in consultancy the more difficult it will be. Don’t forget no Corporate is interested in your ability to sell consulting work (i.e. a feature of Senior Manager roles and above)
 	Always be passively receptive to approaches/job advertisements as options may not present themselves very frequently
 	Never consider a move to other management consultant jobs i.e. be resolute and single-minded, until such point as you give up looking or decide to change your CV (better skills, better brand names) in order to increase your chances
 	Ask questions re career path and especially what track record they have of moving people on from the roles you are being interviewed for. If you aren’t happy with the answer consider how the role will position you for future career development. A move to a Corporate is part of your career journey, not the destination.
 	Never move Corporate side to get experience with a view to returning to consultancy unless you are prepared to return at (at best) the same level.
 	Be realistic regarding salary. A small number of people may make a step forward but many don’t. You need to recognise that consultancy is often well paid as compensation for long hours and living out of a suitcase
Establishing a relationship with a consultancy recruiter
The recruitment industry has its fair share of cowboys and calls from a recruitment consultant are sometimes unwelcome. It is advisable to rely on personal recommendations and trust your instinct when selecting who to work with. It cannot be overstated how important it is to find and work with a recruitment firm with integrity as they are your representative to a potential future employer.
A good consultancy recruitment firm will seek to establish a long-term relationship with a candidate and offer ongoing career guidance when necessary, not simply an easy fee. They will add value and provide useful insight into the current job market rather than just calling with the latest long list of consulting jobs they are trying to recruit for.
Prism’s experience within management consultancy and corporates
Prism has been working in recruitment for over two decades and has worked with a range of large corporates and management consulting and professional services companies. We pride ourselves on the services we deliver to all candidates and clients. Our specialist approach ensures that we are experts in the sectors in which we operate. This has enabled us to fill and recruit for numerous successful management consultancy jobs and other executive vacancies to date.
 

### Principal Consultant


### M&A Senior Manager and Consulting Director


### HR Consulting Director


### Director Performance Improvement Consulting


### Senior/Principal Consultants CIO Advisory and IT strategy


### Corporate Development and Strategy Director


### Management Consulting Recruitment Case Studies


### Finding a management consulting job: a step by step guide


### Why Prism?


### Executive Recruitment
What is Executive Recruitment?
Executive Recruitment is a generic term to describe finding and selecting candidates for senior-level jobs and/or for jobs where a very specific or exceptional skill set is required. Executive recruiters can be large generalist firms but often are “boutique”, operating within a specific sector or job function. As such they may have particular expertise in sourcing and screening hard-to-find talent with the relevant experience.
This approach to recruitment is also known as ‘executive search and selection’ or ‘headhunting’. It is often characterised by a proactive approach to sourcing candidates.
Executive Recruitment firms are talent acquisition specialists. They focus on helping their clients identify, attract, and hire the most qualified individuals for their unique and particular organisational needs.
How does ‘executive recruitment’ differ from a recruitment agency?
Executive Recruiters work proactively on behalf of their clients. The relationship will be consultative and advisory. They will work with their clients to create an assignment specification that will attract both active and passive job seekers and will also approach candidates who have been identified through a targeted ‘headhunt’ process.
A targeted approach takes time due to its research focus and because non-active candidates often take more time to consider the role and respond. However, it will require minimal client HR and management involvement until interviews begin.
Executive Recruitment Consultants will commit a significant amount of time from the outset. They will listen to clients to fully comprehend their objectives. And understand address any challenges they’ve experienced and understand the culture of their organisation.
Recruitment agency focus
In comparison, recruitment agencies focus their approach to matching CVs from their database or advertising response. Agency recruiters may be quicker but are likely to deliver more CVs (and often less relevant) in order to increase the odds of making a placement. Therefore the recruitment process often requires a significant investment of time from the company’s HR team to screen and review CVs and potentially could mean they interview less relevant candidates. Because a client is unlikely to be using just one agency, the agencies’ emphasis will be on trying to deliver CVs to the client swiftly. Speed may override selectively because they are in competition with other agencies. They are effectively “working for free” unless they make a placement.
Comparing executive recruitment with an agency approach
Employers often assume that more agencies means more candidates to choose from. Unfortunately what it actually means is that the agencies will only be able to afford to spend a limited amount of time in finding candidates. As well as being fairly unselective they are also likely to be working with the same candidates who are applying for jobs and registering with multiple agencies. Agencies often have huge candidate databases in theory.  But usually, the recruiters will only look for candidates who they’ve had contact with in the last 4-6 weeks.
By contrast, as well as proactively finding and contacting prospective “new” candidates an Executive Recruiter will have a huge range of people known to them and their firm. Prism regularly look back to candidates we first spoke to 10 or 15 years ago.
Executive Recruitment Firm
Agency
Overall Fee
Typically 25% -30% gross salary
Typically 15%-25% base salary
Retainer & shortlist fee
Yes
Nil
Exclusivity
Yes
Variable
Candidate Source
Executive search including LinkedIn approaches and known contacts (nb Prism also advertise and use our database)
Advertising, database, some search
Candidate interviewing
Yes
No
Presentation of screened shortlist
Yes
No
Detailed face to face meeting to understand the employer, the job, the candidate profile and the “selling points”
Yes
No
Detailed proposal confirming the requirement, the services to be undertaken and likely timescales
Yes
No
Why use an executive recruiter?
Any organisation must attract and retain top talent in order to optimise performance and returns. This is particularly important in a professional services firm where the biggest asset is its people. The challenge of finding the right senior executives to fill critical talent needs is most effectively achieved with the support of an executive recruitment firm with expertise in identifying and recruiting top talent.  Such firms have the experience and well-defined processes in place to attract and secure the best candidate for the job.
An executive search firm has a large network
Executive recruitment firms can save considerable time (and therefore expense) by accessing a network of people in the industry they serve. By using their network they can confidentially approach potential candidates who may not be actively looking for a career move, but who have the required experience. This is particularly useful when recruitment requires sensitive handling.
Cost-Effective
When a consulting firm is hiring for a senior position that will have a positive impact effect on the revenue and profitability of the firm. Using an executive search firm can be very cost-effective. An executive recruitment firm that finds a great candidate with a swift and effective process will cover its cost many times over.
Expertise
An executive recruiter with deep knowledge of your sector or the type of candidates you seek will not only save you considerable time through effective shortlisting but also be much better placed to find the talent you seek.
Employing an executive recruiter is also very beneficial when a firm wishes to hire from a different industry with skills the hiring company has less familiarity with. As an example, a corporation may wish to hire someone from a consultancy background. Alternatively, a consultancy firm may seek someone with particular skills and experience from the industry. The executive recruiter will draw on his or her expertise and experience in attracting and securing talent from a different sector.
Resources
Internal recruitment functions are most effective for lower-level positions. Or when the competencies of the successful candidate are clear and easy to assess. However, for more senior management consultancy jobs this is not always the case. In particular, internal recruiters are often under considerable pressure to find candidates for a range of roles. They will not have the time, or possibly the expertise and contacts, to devote to all these vacancies. If a junior role lies vacant it is unfortunate. However, if a senior opening is not filled or there is an inadequate shortlist, that will have a material and potentially significant business impact.
Small and mid-sized consultancy firms frequently do not have an internal recruitment department with the resources to generate and screen a pool of candidates. Used effectively, executive recruitment firms can save time and money by performing this task.
Diversity
Executive recruitment firms understand the importance of diversity within an organisation. However, many employers focus their recruitment activities on platforms and channels that are likely to deliver candidates from similar backgrounds. Executive recruitment consultancies can be highly effective at helping employers connect with a more diverse range of candidates.
One way this can be achieved is by helping employers to consider how job adverts are worded, ensuring that the language used does not result in a bias towards applicants from a particular background.
How does an executive recruitment firm work?
For the client
A good executive search firm will take time to understand not only the nature of the role for which it is recruiting but also the culture of the firm and the team dynamic.
Most assignments will follow a similar process:
Determining the scope of the assignment
 	Initial discussion between hiring firm and executive recruiter to ensure there is a “good fit” and the recruiter has the expertise to deliver the best candidate.
 	Meeting with the hiring manager (and HR if relevant) to discuss the role and the “ideal candidate” for the job. This will involve discussion of salary and package, the timescale for the selection process and any problems which may arise.
 	Proposal submitted, which will agree on the nature of the candidate to be found, the approach to be adopted, the likely timescale and the fees.
Screening and shortlist
 	The recruiter will screen several hundred candidates, maybe thousands, from a range of sources (adverts, LinkedIn searches, database etc.). Of these, potentially hundreds may be approached. Initial discussions held with 20-30 and a shortlist of 5 or 6 (as agreed) presented to the client. A key part of this process will be “selling” the role to the candidate, honestly and professionally, so they are aware of the attractions of the opportunity. Employers are often wary of doing this themselves or simply not very good at it!
Facilitating the process
 	During the final stage of the selection process, the executive recruiter will be closely involved in facilitating the interview process. They will gather feedback from candidates and acting as an intermediary in the salary negotiation.
 	Once a job offer has been made and accepted, the search firm will oversee the transition of the candidate to the client. Whilst this may seem the easy part, it is not uncommon for candidates to be susceptible to a counteroffer from their current employer. Furthermore, a new employee may take a month or so to settle in a new job. The recruiter, with whom they have developed a rapport, will be able to help with the onboarding process.
The recruiter will seek to ensure that the hiring company is able to avoid the common frustrations of job seekers and provide an excellent candidate experience.
For the candidate
This will depend to an extent on whether a candidate responds to an advertisement (and is therefore active in the job market) or is identified by the recruiter as a ‘passive’ candidate who may be open to a career move.
Having identified potentially suitable candidates for the management consultancy job, an executive recruiter will have an informal chat with a potential candidate about the role to ascertain interest and suitability. At this stage, it is likely that the recruiter will give a broad outline of the position. However they may not reveal the identity of the recruiting company. This will also help to indicate how receptive the potential candidate is to a move. There is no obligation on either party to proceed further.
Candidates who fit the required profile will be assessed in more detail by way of an interview with the recruiter, either face to face, by telephone or via a video channel. This will explore:
 	A candidate’s experience and suitability for the specific role
 	How the role fits with a candidate’s longer-term career goals
The latter aspect is often overlooked and is a key aspect of assessing the “fit”.
The shortlisted candidates will be thoroughly briefed on the role and hiring company. Following the interview, the candidate should have a debriefing and be provided with feedback.
In all cases, whether the candidate is successful or not, the executive recruitment company should provide regular progress reports.
Importance of the management consulting recruiter's experience and expertise
It is easy to overlook the impact of a professional and ethical recruitment process. It’s not just the recruiter’s reputation at stake but the employer’s. The professionalism of the process and the recruiter will make it more likely they can secure the best candidate for their client.
The recruiter should be available for discussion and advice on handling your resignation from your current company and the possibility of a counteroffer. They will also be happy to discuss any aspect of onboarding with the new company to ensure the process is as painless as possible.
For unsuccessful candidates, a good recruiter will always be happy to give general career advice plus specific advice assuming the candidate is within their area of expertise. This might include advice on:
 	Preparing for your job search
 	Improving or perfecting your CV
 	Reviewing  your Linkedin profile to ensure it is optimised for headhunter approaches
 	Formulating a strategy to optimise the best channels for your job search
Prism has a wealth of information for candidates on these subjects and other topics such as interview advice on its candidate services pages.
How to select an executive recruitment firm for retained search
Once you have identified the need to use an executive recruiter it is important to take time to select the most appropriate firm. It is certainly not the case that “one size fits all” and particularly in a specialist sector such as management consultancy recruitment, it is crucial to identify a recruitment firm with the relevant expertise with whom you can work effectively.
In selecting the best executive recruitment firm it is worth considering a number of factors as part of your decision making:
 	How is the search process managed and how will they find and attract the best candidates?
 	How well will the firm represent the hiring company? Are they suitable brand ambassadors?
 	Does the search firm have in-depth knowledge of the industry and type of position you are recruiting for?
 	Will your assignment be handled by a named individual and are you confident in their experience?
The importance of selecting a recruitment partner with integrity cannot be overemphasised. We explore in more detail how you can ensure you are selecting the best executive recruitment for your management consultancy jobs in our client services section.
How Prism sets itself apart from other executive recruitment firms
The deeper AND broader the candidate sourcing, the better the talent that can be uncovered. This guarantees the quality of the shortlist our clients can choose from.
First-rate people can be found as both active job seekers and passive candidates. The notion that the latter is always superior is a myth backed by traditional head-hunters. In fact, there are good reasons to avoid focusing exclusively on such candidates.
Naturally, as a headhunter Prism does approach passive candidates:
 	via LinkedIn
 	we deep mine our own talent system built over 20 years
 	relationships with MBA schools and alumni associations
 	candidate search
 	we know lots of people who aren’t actively looking for a job. However, they could be receptive to an exceptional opportunity
In addition we also target active candidates: we advertise across numerous job boards, online channels and our own website. We search our own candidate database of job seekers and the CV libraries we subscribe to.
Many executive selection firms utilise some of these methods but no others in our field do all of this.
Therefore an assignment for a senior role could involve reviewing and screening over 2,000 potential candidates from which there may be  200-300 initial approaches, 40-50 exchanges and conversations and 10-20 interviews before shortlisting relevant and qualified individuals.
Our deep understanding of this market and of the motivations of this specific candidate population subsequently underpins our management of the process to a successful conclusion.

### Consultancy Recruitment for Consultancy Firms


### Consultants for Commerce and Industry


### Interim Recruitment
What we offer
Our interim recruitment and contract business management service mirrors our permanent recruitment business.
Unlike many interim recruitment firms, we do not focus on “career contractors” but have many candidates with a permanent employment profile, often involving recent experience in top-tier consulting firms, also available.
We specialise in providing interim candidates with a management consulting background, typically experts in change and transformation or technology including:
 	Project and Programme Management
 	Business Transformation and Change
 	Business Process Improvement including lean and operational excellence
 	Digital
 	Finance
 	Strategy
On the IT consulting side, we provide candidates who can deliver:
 	IT strategy
 	Enterprise and Technical Architecture
 	Enterprise systems
 	IT leadership
We work across all sectors including:
 	Financial services
 	Telecoms and media
 	Oil and energy
 	Manufacturing
 	Retail and consumer
 	Health and life sciences
 	Public sector
A cost-effective interim recruitment solution
As well as being high calibre candidates with exceptional consulting backgrounds Prism Executive Recruitment’s interim consultants have the added benefit of being more cost-effective – often half the cost of equivalent resources from management consulting firms.
Our charging model involves a periodic and agreed fee: to reduce bureaucracy and for your convenience and simplicity the candidate invoices the employer directly.
To discuss your recruitment requirements and how Prism can help with your talent strategy, contact us.

### Contingent Recruitment
Our client pays a fee if we find a candidate they employ.
What the contingent recruitment solution offers:
We source high-quality candidates from our database
We have a strong database in the management consultancy market, built up and maintained since we commenced trading.  Unlike many recruiters, we invest in growing our network and finding top talent for our clients. Many of these candidates are exclusively registered with Prism.
This ensures we can provide a speedy, cost-effective and results-related solution to a pressing recruitment requirement. In the era of LinkedIn, everyone thinks they have a ready-made candidate pool to source from. However, there is no comparison with a database of screened and qualified candidates, with contact details and, in many cases, “history” with Prism.
We advertise across many channels, at our expense
Naturally, we use an approach with a broad resourcing strategy to ensure that the client has access to candidate talent from a range of sources. This includes, at our expense, advertising every role across a selection of sites, carefully selected to optimise access to relevant, quality candidates.
Unlike many recruitment agencies, we reply to ALL candidates who apply to our advertisements as we believe an excellent candidate experience is fundamental to a successful recruitment strategy. As representatives of our clients, we are very aware that an unprofessional approach reflects on them too.
Why opt for contingent recruitment with Prism?
Contingent recruitment offers a much more flexible fee basis than most executive search and selection firms can provide.
In addition, unlike many other contingent recruiters, our combination of advertising and database search gives our clients the reassurance of being able to access a broad range of current consulting talent and the confidence of a successful outcome.
We recognise that many companies prefer a different charging structure to retained selection and have the experience and commitment to give all our clients a high-quality and professional service.
To discuss your recruitment requirements and assess which recruitment solution is most appropriate for your talent strategy, contact us.

### Executive Search and Selection
With our Executive Search service a client retains our dedicated services, paying part of the fee at project commencement: the rest when the candidate starts work.
What the Executive Search recruitment solution offers: 
We provide a bespoke service based on tried and tested methodologies, tailored to each individual client
Executive search and selection is our flagship recruitment service which provides clients with the far greater assurance of a successful hire, with the confidence that they have hired the best available talent in the market.
As trusted partners in targeted recruitment, Prism's executive search service offers the certainty of an extremely focused, dedicated and time-intensive approach which invariably yields far superior results yet costs the employer little more than a more basic multiple agency database approach.
In fact, in many ways, it is considerably more cost-effective.
Our service includes everything you would expect from a retained recruitment approach:
Communication
Emphasis is placed on spending time at the inception of the assignment to discuss all aspects of the client and their real goals from the hiring to arrive at an agreed candidate specification and the most effective sourcing and assignment strategy. Of particular importance is the agreement of key selling messages to enable candidate attraction, from even passive and inactive job seekers. Prism then can provide:
 	A comprehensive and agreed candidate specification and sourcing proposal
 	A full assignment brief for presentation to candidates at the agreed juncture
Focus
We have many years of experience working in this complex and complicated market.
Once we have a candidate specification, we can offer advice on and identify and agree with the client-specific target companies or individuals.
Breadth of talent
Prism combines the benefits of a specific targeted executive search with those of a well-planned broader candidate sourcing campaign. Unlike many recruiters we source talent across multiple channels offering a far-reaching and comprehensive review of the active and passive candidate market.
We attract a wider pool of candidates for job vacancies using sources such as online subscription databases, online advertising, Prism’s unrivalled and extensive database, LinkedIn, recommendations and referrals from our network.
 
 
Teamwork
We work with our clients to provide an exceptional service. We manage the full hiring process:
 	Intensive and extensive candidate sourcing programme
 	Dedicated interviewing of potential candidates
 	Interview appraisal
 	Shortlist presentation
 	Facilitation of offer and acceptance
In summary
Prism's executive search and selection solution offers a fully comprehensive, in-depth recruitment service which provides much greater certainty of success with  a cost-effective and swift process.
To discuss your recruitment requirements and how Prism can help with your talent strategy, contact us.

### Our Expertise
We are experts in management consultancy recruitment for consultancy firms and  corporates seeking consulting talent.
Management Consultancy and related Professional and IT Services
Our expertise focuses on Management Consultancy and related Professional and IT Services . These have been our recruitment specialisations throughout Prism’s history and they remain the bedrock of our business.
Prism consultants, focussed on recruiting for this unique profession, are amongst the most experienced in the industry and have a deep pool of expertise and insight.
Our recruitment consultants understand the subtleties of highly matrixed firms where individuals potentially need to wear sector and functional hats, and where operating models and market strengths are complex and different.
Which employers do we work with?
Our client base embraces strategy firms and management consultancies,  often focussing on specialist and niche firms as well as the professional services arms of major systems integrators and software/technology vendors.
We have specialist consultants dedicated to specific parts of the job market and we recruit from Consultant grade through to VP/Partner level. These roles span all market sectors and the major service lines of Technology, Process Improvement, HR and Change Management, Business Transformation, Strategy, Marketing, Financial and Risk Management and Technology, as well as specialist niches.
Experienced recruiters and consultants
In addition to placing fee-earning management consultants, Prism Executive Recruitment are experienced in recruiting  in key support functions including:
 	Finance
 	IT
 	Operations
 	Sales/Marketing
 	Human Resources
This is a market that is both discreet and discrete! Our expertise has been founded on long term relationships with both individuals and employers based on trust, integrity, open and honest communication and successful delivery.
Recruitment for Corporates and PLCs
Prism Executive Recruitment works with a number of major corporations and smaller businesses to help them find executives to lead strategy, change and transformation agendas.
Given that many management consultants are focussed on strategy, or business or IT-enabled change, or large-scale business transformation, our key capability is in providing businesses with these strategy, business change and transformation experts, as well as IT leaders.
Additionally, dynamic and progressive corporates are attracted to high-calibre management consultants and also to executives with client-facing experience gained in leading systems integrators and technology firms to augment their talent pools, particularly those who demonstrate strong leadership capabilities. Management consultants also offer a diversity and breadth of skills and knowledge as a result of working with a variety of client businesses on consulting assignments.
Prism Executive Recruitment’s experienced recruiters have extensive and deep capability in executive search and selection within the corporate market with expertise encompassing both the strategy and change agendas referred to above but also more traditional “line” roles especially Finance, Sales, Marketing, Technology and other leadership appointments.
 
To discuss your recruitment requirements and how Prism can help with your talent strategy, contact us.

### Testimonials
Prism Executive Recruitment has unrivalled experience of over 20 years recruiting management consultants. As an award-winning executive recruitment agency, we have a reputation for professionalism, honesty and the ability to provide a bespoke recruitment service which exceeds both client and candidate expectations. We take time to understand your specific needs - and this applies to clients and candidates alike. We believe our testimonials speak for themselves.
 
Contact us to discuss how we can help you with hiring excellent management consulting talent.
"Chris Sale has provided outstanding advice and guidance and feedback in how to present my CV and on-line profile. Am eternally grateful. I wholeheartedly recommend Chris to anyone seeking a new role."
SP"I have found Chris to be very responsive and helpful in providing advice."
RP"Worked directly with Chris to secure a new role, he was exceptionally thorough, diligent and a genuine pleasure to work with."
WY"I have found Chris to be very responsive and helpful in providing advice."
RP“Chris Sale at Prism Executive Recruitment has provided outstanding advice and guidance and feedback in how to present my CV and on-line profile. Am eternally grateful. I whole heartedly recommend Chris to anyone seeking a new role.”
SP"I've used Prism as a candidate and when hiring staff. I’ve always found the service provided by Chris and Prism to be absolutely first class. Unlike many (if not most) of his peers, Chris takes a genuine interest in trying to understand my needs, whether as a job seeker or employer and thereafter always provides an unbiased and balanced view. He seems focused on quality rather than quantity of pipeline and is always prepared to invest time debating the worthiness and fit of any particular recruitment option. In short, in my opinion the professionalism, quality and integrity of the Prism service is simply unrivalled.
For these reasons, I consider Prism to be a genuinely trusted advisor and confidante, and recommend them highly. "
DW"Chris the Managing Director of Prism has been exceptionally patient and supportive. Humbled how involved he was in my case. As a candidate I cannot ask for a more understanding and wise advisor."
CB"As a candidate responding to LinkedIn, I was put in touch with Sheila Bradbury who invited me to meet for an open role they were managing. Right from the beginning, the communication flows were timely and thorough, which is of great value to a candidate when juggling multiple opportunities. As I learned more, not only were skills and experience a good match for the client, but additionally, as I got to know them, it was also a great fit with my corporate values and personal work ethic. Sheila provided 5-star support and created a working rapport which is a credit to her profession."
BB"Chris is a fantastic recruiter who supported me throughout the process. I definitely recommend his service."
ST"Sheila demonstrated the best and most professional & thorough approach to talent acquisition that I've encountered. Very clear, detailed and timely."
CW"I engaged with Chris Sale at Prism to support in my search for a Healthcare / Life Sciences consulting role in the UK. As an applicant from New Zealand, I was struggling to understand the local market and how best to position myself. After an energised first meeting, Chris got back to me within a day with two fantastic opportunities that matched the exact brief I had given him. He approached both on my behalf and, following a series of interviews, I was lucky to secure an excellent position (and two offers), that met everything I was looking for. Chris, and Prism as a whole, was there at every step along the way, offering support, advice and his time wherever he could. The process was painless, stress free and his support is ultimately the reason why I have landed the opportunity i was searching for! I cannot recommend Prism Executive Recruitment highly enough."
OG"As a candidate with Prism, the experience was great. Very supportive, professional and communicative! Would recommend them to other potential candidates."
CB"Chris was highly professional and helpful. A very personable approach that helped to see the value in my varied experience and bring it together. Would highly recommend."
VC"Sheila did a fantastic job, what it did not look a close match at the beginning of the process, became a perfect match once we had further discussions. Already 1 year in the role and both the company and myself are working very well together in a very interesting and professionally rewarding journey."
FM"Prism were very helpful and swift in everything they did, would highly recommend!"
Vith"I had a fantastic experience with Chris and Prism Recruitment. Chris reached out and discussed a potential role, he clearly demonstrated that he had experience and knowledge of the sector and had spent time understanding the role. Chris guided me through the various rounds, always providing prompt client feedback and ultimately insights and an honest viewpoint."
RP"I had an absolutely wonderful experience with Chris Sale! He is very knowledgeable and kind and was an enormous help when I started to apply after 4 years for jobs again. He gave me a good overview of where I stand in the market and what my worth is and guided me through the interview process. I highly recommend speaking to Chris. He takes great care of his candidates"
CB"I have no hesitation in recommending Prism both for organisations and for candidates. They offer a highly professional, supportive and tailored service for the management consultancy sector."
AK"Prism recruitment were highly professional and made job hunting a breeze! I had the pleasure of working with Chris who was in regular contact with me and took the time to fully understand my experience and the type of role I was interested in before putting me forward for options. Throughout the interview process he helped me prepare for each interview and followed up with a debrief call. Chris still checks in with me even though I am settled in my new role! I am very impressed and would recommend Prism recruitment to anyone who would like a career in management consulting."
TR"I was approached by Chris for an opportunity and I had an exceptional experience with him. He invested his time throughout my process and helped me navigate through all the rounds including sharing crucial insights. He has been pivotal in my success and I would highly recommend Prism to other potential candidates."
RY"Prism Executive Recruitment is absolutely one of the BEST executive recruitment services available in London/UK. Specially, Prism's MD, Chris Sale's utmost professionalism, invaluable advice and tactful guidance were very much appreciated and gave me the right perspectives, not only about the role I was interviewing for but for other opportunities as well. I highly recommend Prism (and Chris Sale) to anyone looking for a better executive career opportunity. Chris will go above and beyond and will make your dream job a reality. Thank you, Chris!"
IW"There are many players in the Executive Recruitment marketplace and Prism differentiates itself through responsiveness and giving the extra "je ne sais quoi" that makes them a partner. I judge Executive Search organisations not only on what they deliver but how they treat their candidates Chris is exceptionally knowledgeable about his subject and places a high priority on fully understanding his customers from both sides of the table - client and candidate alike. 5*"
Kate Y."I used Prism when I had my own firm. Their strong, ethical approach continues to this day and Prism is now one of only a small number of firms in the industry that I'm happy to recommend. Whilst they operate across all levels, my clients today find them best in their "sweet spot" of Managing Consultant up to Director / Junior Partner."
David B."Chris takes the time to understand what you want - I found this to be rather rare in the recruitment world"
Daniel B."A company that really cares about its candidates. When a candidate is looking for a new position, the most precious thing a recruiter can give to them is time to listen and give advice where possible. Chris and his team are extremely professional and care about the individual and their wellbeing and have a great deal of integrity. I strongly recommend."
Elizabeth O."From the first contact with Prism through to the end, they were professional, respectful, and supportive throughout the process!"
R.P."Great communication throughout the process."
Simon B."My experience of Prism Recruitment runs over quite some years. Their credibility and their reputation for expert knowledge of both the management consulting sector and how to support effective senior appointments is widely recognised. As the MD Chris in particular is highly regarded as a trusted advisor by clients and senior candidates and he operates with a level of candour, integrity and quality of service which is sadly all too rare in the recruitment industry. Very highly recommended."
Martin H."Sheila did a fantastic job, what it did not look a close match at the beginning of the process, became a perfect match once we had further discussions. Already 1 year in the role and both the company and myself are working very well together in a very interesting and professionally rewarding journey"
FS“[Prism] shows a class and professionalism that I highly admire and appreciate. I will be quick to recommend Prism given your thoughtful approach”
FB"Chris is professional, honest and open and has worked hard to understand our business and the people we are looking to hire. He has given us plenty of feedback that has helped us to shape and improve our recruitment processes, in particular at the senior end of our consulting recruitment. He is super efficient, easy to get hold of and understands the consulting sector well, providing us with regular interesting market information."
Helen G., Head of Recruitment, leading independent operations consultancy"A company that really cares about its candidates.
When a candidate is looking for a new position, the most precious thing a recruiter can give to them is time to listen and give advice where possible. Chris and his team are extremely professional and care about the individual and their wellbeing and have a great deal of integrity. I strongly recommend."
Lisa O"Chris recently placed me into a new role. He was extremely knowledgeable about both the market and his client, and was very professional, responsive and communicative throughout the process."
Chris H., Business Development Manager, leading IT services multinational"Jonathan has recently worked for me on a particularly challenging Transformation Director level role which reported directly into our Chief Operating Officer. His responsive and prompt support, his deep knowledge and professional expertise and his integrity and patience made him a pleasure to work with. I will be using Jonathan again in the future and I would highly recommend him to other organisations. In pursuit of a challenging role in a difficult marketplace he made a significant and positive contribution to our organisation."
John F., Head of Global Resourcing for a large Design Consulting firm"Chris has a unique ability to look at the big picture and deliver results. He is someone who can add value to the organisation as well as to the talent he is representing. He has a very high degree of honesty and integrity which makes it easy to know where things stand and what you will get in dealing with him. He is knowledgeable and well connected into his market that saves a lot of wasted time. Working with Chris was a pleasure and I will surely continue to work with him."
C.A., Senior Vice President, global energy management corporation"Chris approached me through a recommendation, proposing a new position that I was instantly interested in. He generated a strong balance between being always helpful and positive, while remaining diligent in ensuring the right outcome for all parties. His close knowledge of the client and their needs was essential to my preparation and helped to ensure that the recruitment process went smoothly."
Gary L., Business Consultant, leading independent operations consultancy"I was initially hesitant about committing to a full retained assignment for my Director of Consulting vacancy. However, Chris' obvious deep understanding of the market, clear and robust methodology, and confidence that he could fill our rather niche requirement, won the day. And he executed perfectly: excellent communication throughout; good listening skills and flexibility; superb shortlist; final hiring of exactly the right candidate who is now on board and flying - and has already repaid the investment many times over. We'll certainly be using Prism again, and I recommend them - and Chris personally - highly"
Guy B., EVP at mid sized consultancy"As an executive recruiter, Jonathan has a strong understanding of the requirements for senior level business and technology appointments.
Jonathan placed me with my current employer. I was very pleased that he identified my skill set as a very close match for the role and the company, which resulted in the ideal conclusion. He also worked with me through the interview process which was very helpful in securing the role.
I have no hesitation recommending him as an executive level recruiter."
Simon W., Programme Delivery Director & IT Strategy 
"At our initial meeting Chris showed a high level of professionalism - it was clear that he had reviewed my CV thoroughly, and I could therefore spend this initial session providing further information about my experience rather than repeating what was in my CV!
Chris showed excellent knowledge about the sector, explaining the organisation’s culture, vision and values, organisational structure and key stakeholders for the role. He asked insightful questions and seemed keen to explore, up front, whether the role would be a good fit for me as well as assessing my knowledge and skills for the role.
After putting me forward for the role and throughout the recruitment process, Chris kept me fully informed – quickly responding to any queries I had, providing me with feedback from the interview panel, and checking throughout that I had all the information that I needed to make a decision about the role.
I would recommend Chris to potential candidates – he made what can often be a stressful process into a smooth and rewarding experience."
 
Fola I., Senior Digital Change Manager"I was first introduced to Jonathan and Prism in 2003. Since then he has tracked my career and initiated twice yearly catch-ups. Jonathan spotted an opportunity which might be a good fit for me and contacted me to explore the fit and possibilities. From that initial discussion through to closure Jonathan has been highly professional and effective. Jonathan consequently placed me with my current employer. I was very pleased that he identified that skill set as a very close match for the role and the company, which resulted in the ideal conclusion. He also coached me through the interview process which was very helpful in securing the role. I have no hesitation recommending him as an executive level recruiter."
David H., Business Transformation Director"Chris has been very helpful in fine tuning my job search's strategy, providing further assistance in adapting my resume from French to UK standards. Thanks to his network and efforts, I was able to find a suitable position within a very short time frame."
Clemence A., Senior Consultant"As an in-house recruiter, I have worked with Chris on several occasions over the past 14 years as I've sought to fill mid to senior positions in management consultancies. What stands out about Chris is his astute understanding of the market combined with his ability to ask very searching and relevant questions. Chris is refreshingly honest and is prepared to challenge others, often in a humorous way, to ensure that he thoroughly understands the clients with whom he works in order to find the best candidates. I would certainly recommend Chris to anyone looking to recruit top candidates in the field of management consultancy."
Lizzie B., Senior freelance recruiter"We engaged Prism to source candidates for a MD role for one of the key divisions of our business. This was a new role, and it was important to hire the right candidate to enable the business to drive forward and meet its growth objectives. It required a very specific skill set. I was delighted with the candidates that was provided – and the successful candidate is a perfect fit. A very successful conclusion to a critical brief."
Jeet K., CEO of a professional services and IT solutions companyMany thanks indeed for your swift, frank and informative response. It’s a breath of fresh air given my experience of recruitment agencies to date.
IW"It has been a pleasure to work with Chris. I particularly appreciated the balanced and thoroughly professional approach. Thanks Chris!"
Ian C., Director, global consulting practice"We retained Prism to source candidates for a Head of New Proposition Development role. This was a critical role and needed a specific skill set, which traditional methods proved unsuccessful and I was delighted that the first candidate that Prism submitted was a perfect fit. A very successful conclusion to a critical brief."
David B., Marketing Director, major insurance company"Chris was very helpful, efficient and attentive during the entire recruitment process demonstrating great professionalism and work ethic. I would definitely recommend Chris to both candidates and employers"
Konstantinos N., Managing Consultant"Many thanks for letting me know the result of my application - a courtesy that few of your competitors seem to emulate."
PB"We retained Prism to source candidates for a Senior Strategic sourcing role; a key new role following an extensive piece of Organisational Design work across our business. This was critical to enable the business to drive forward and meet its growth objectives, and required a very specific skill set. Having tried standard methods to find suitable candidates, which proved unsuccessful, I was delighted that the extensive search methodology that Prism employed was successful - the first candidate submitted was a perfect fit."
Graham J., Commercial Director of a major financial services company"Thank you for your help throughout the process. I have really appreciated the professionalism and support that you have displayed throughout."
AW"Chris supported me through a successful, recent recruitment process. He stayed in touch throughout, offering detailed advice and input and worked on my behalf with the recruiter to represent my interests and answer all of my queries. His help was invaluable and much appreciated."
Dominic B., Consultant Programme & Project Manager"In my view Chris is one of the most knowledgeable and well connected headhunters which focus on management consulting in the UK. He is very candid in his views and acts as a career coach. 
I have no hesitation in recommending his services."
Gerry W., Partner“I cannot believe the number of organisations that do not provide the level of courtesy that you have shown to me”
STHi Jonathan, Just a short note to say thank you for your efforts in finding the Head of Professional Services for us. He joined last week, is settling in well & I think he will be a key member of the team for the future. Job well done.
I must admit that the exclusivity approach has opened my eyes to the positive impact on our time by keeping the number of candidates to a sensible short list from the outset, so I would certainly consider using that approach again in the future.
Robert E., UK MD international software company"As the consummate professional you are, thanks a million for taking time out to give my daughter excellent advice. You are the best recruitment professional I came across, and that's why I recommended you. Thanks again."
Phil S."A Consultant's life really does not leave much time for looking for a new job. Prism are specialists who know this, and took the time to understand my skills and requirements, align them to relevant roles and opportunities, and so make the process as painless as possible. It makes perfect sense that Chris and his team keep winning awards."
Duncan M ."Prism treated me as an individual, seeking to understand my needs and provided clear, straightforward information to help me understand their client's needs, to perform during the selection processes and inform my decision making when the time came "
David C."I found the Prism consultants extremely knowledgeable about the industry, their client and background of the specific practice area with which I was interviewing. What impressed me most about Prism was the professionalism and candidness with which they approached the entire process; they not only filled me with inputs about strengths and positives about my target company but also gave me views on things to watch out for and factors that I should consider while making my final decision. My experience was extremely positive'. "
S. G."Unlike most of his peers, Chris takes a genuine interest in trying to understand our needs, and thereafter always provides an unbiased and balanced view on the suitability of individual candidates. He seems focused on quality rather than quantity of pipeline, and is always prepared to invest time debating the worthiness and fit of any particular recruitment option. In my opinion the professionalism, quality and integrity of the Prism service is simply unrivalled "
David W. "I dealt with Jonathan Ross whom I was very impressed with: he made an effort to understand my requirements and attempted to identify the most appropriate candidates for the vacancy. I felt the candidates that were being sent through were closely aligned to the job specification."
Eric A."Prism focus on the right roles with a very strong fit for the individual rather than trying to get either side to compromise. They have strong communications, fast efficient but not over the top"
B.S"I have worked with the guys at Prism over several years, as both client and candidate. As a client, I find them extremely knowledgeable about the consulting market, and therefore consistently effective in proposing candidates. As a candidate, their effectiveness is matched by a refreshing honesty about what is, and what is not, suitable for the individual."
Peter A."I appreciate the time both of you have taken getting me back into employment. Light years away from some of your competitors in service and professional contact which is important to me personally. This marks you out as a company I would thoroughly recommend to other professionals seeking your services.
Robert H."I have worked with Prism over the last 2 years: they have a very good understanding of our business and have found us first rate employees. They are swift, professional and I view them as trusted advisors."
Christopher R.'It was a pleasure working with you, and I assure you that on my 'journey' I did not work with anyone more professional and thorough than yourself. I will have no hesitation recommending you to my 'network' if the need arises. I appreciate all of your efforts"
Hugh M."A.T. Kearney has worked with Prism on several occasions and have been impressed with their understanding of our business and candidate requirements. As a result of their effective sourcing, we have welcomed some brilliant new employees to our team who continue to progress in the firm."
Henriette S."I was very impressed with how professionally Prism operates. I particularly appreciated the timely follow up and quick response feedback throughout the process."
Ron H.

### Recruitment Hiring Review
Our talent acquisition review
Prism consultants have industry leading experience in their markets and have an unrivalled perspective on companies’ recruitment challenges.
In response to demand for an objective assessment of the strategic value of employers’ talent acquisition capability Prism have developed a unique service designed to provide an overview of all aspects of this business critical area.
The recruitment needs of management consultancy firms evolve as their business grows. Any growth strategy requires the ability to handle both short and long-term changes in headcount. The management and investment in any asset requires planning. Investment in talent is no different.
 
Prism was established in 1997 and we have had 20 years of advising small, medium and large-sized firms on their recruitment.
No two management consultancy firms are the same and with our depth of experience we assess your unique situation and help you to optimise your talent acquisition strategy.
We can identify and advise on the hiring problems many consultancy firms face:
 	Is your business’s growth, or profitability, affected by difficulty hiring?
 	Are you spending too much on Associates?
 	Are you experiencing shortages of talented candidates?
 	Is hiring lengthy and time-consuming?
 	Are you concerned your brand isn’t attracting the best candidates?
 	Do you have “difficult to fill” vacancies?
 	Is candidate sourcing often frustrating, expensive and ineffective?
 	Are you losing candidates during the recruitment or offer process?
 	Is your recruitment policy enabling your diversity and inclusivity agenda?
 	What are your competitors doing?
We will make recommendations enabling you to optimise and enhance your hiring and help achieve your business goals.
Our reviews look at:
 	Effectiveness of the recruitment strategy in achieving business objectives
 	Attractiveness of the business and role(s) to candidates
 	Assessment of Employer Brand
 	How well the recruitment function is working
 	Effectiveness of candidate sourcing and the recruitment process
The service includes:
 	In-depth analysis meeting with Prism’s MD, one of the most experienced consultancy recruiters in the UK
 	Presentation of findings and recommendations
 	A subsequent comprehensive summary report
 	Further analysis as agreed.
For further information or an initial discussion contact Chris Sale, Managing Director
email: chris.sale@prismrec.co.uk
or Contact us

### Privacy Policy
Privacy policy for Prism Executive Recruitment –GDPR Compliance
Prism Executive Recruitment take the privacy of our clients and candidates seriously. We are an executive recruitment company, operating in the niche market of Management Consultancy Recruitment and Executive Selection.
Clause 1 How we receive information and how we may use it
Prism Executive Recruitment receive your personal data when you apply directly for an advertised role via our website; when you apply directly to be a candidate for whom we can facilitate a job search or via a third party when you respond to a job post placed by Prism Executive Recruitment on a job board on behalf of a third party client.
This statement explains how we process personal data received into our organisation. When you register with Prism Executive Recruitment you MUST consent to us collecting and storing your personal information. You will not be able to submit your enquiry or details to Prism Executive Recruitment without consenting to us storing your personal data. This may include but is not restricted to your name; contact details; address; employment history; mobility and education.
During telephone conversations and face to face interviews we may collect personal information with regard to employment preferences, strengths and work experience which may be stored on your personal record. This information facilitates our ability to support your job search and to provide a basis for recommendation when short-listing candidates for a particular role. By explicitly providing consent when you register with Prism Executive Recruitment you are providing permission for our storage of this information. Prism Executive Recruitment will never share personal information or a Curriculum Vitae with a third party without your explicit consent.
Due to the nature of executive recruitment, a significant number of candidates reconnect with our organisation periodically. It is not uncommon for this to occur years after we have placed them in a role. For this reason, your consent includes explicit consent to retain your personal details until such time as you wish us to delete your records from our database or refrain from further engagement.
If you do not consent to Prism Executive Recruitment storing your personal data or setting up a personal registration for you, please do not submit your Curriculum Vitae for any roles advertised on our website. We are unable to process your application without receipt of consent to process and store your personal information.
Clause 2 Cookies
What is a cookie?
A cookie is a small text file that is downloaded when a user accesses a website. It allows the website to recognise that individual’s device and store some information about the individual’s preferences or past actions.
Rules on cookies
In order to comply with GDPR, Prism Executive Recruitment must:
 	tell you the cookies are there;
 	explain what the cookies are doing and why; and
 	get your consent to store a cookie on your device.
How Prism Executive Recruitment use cookies
Cookies are used in order to make our website work, to make it work more efficiently and to provide us with information when you apply for a job.  The table below provides information on all of the cookies used by our website.
Category 1: strictly necessary cookies
Category 2: analytics cookies
Category 3: marketing cookies
 
Prism Executive Recruitment do not use advertising cookies
 
Name
Session/Expiry
Description
Purpose
PHPSESSID
Session
Used for managing user session on the website.
Category 1
__cfduid
5 years
Used to override any security restrictions based on the IP address the visitor is coming from. Used by our security layer.
Category 1
__utma
2 years
Used to distinguish users and sessions. The cookie is created when the javascript library executes and no existing __utma cookies exists. The cookie is updated every time data is sent to Google Analytics.
Category 2
__utmz
6 months
Stores the traffic source or campaign that explains how the user reached your site. The cookie is created when the javascript library executes and is updated every time data is sent to Google Analytics.
Category 2
_ga
2 years
Used to distinguish users on the Google Analytics platform.
Category 2
_ga
2 years
Used to distinguish users on the Google Analytics platform.
Category 2
_gat
1 minute
Used to throttle request rate on the Google Analytics platform.
Category 2
_gid
1 days
Used to distinguish users on the Google Analytics platform.
Category 2
cookieCheck
7 days
Used to test that cookies are enabled and being accepted by the browser. Hides the cookie notice we’ve created.
Category 1
SID, VID, _gat, RT, _ga, liap, _lipt, lidc, bcookie, lang, linkedin_oauth_
Various
Used by LinkedIn for the 'Sign in with LinkedIn' facility we have when applying for a vacancy.
Category 3
__uset, __stid
Various
Used by sharethis.com for our social share buttons we have in our vacancies section.
Category 3
The first time you visit our website you will be asked whether you consent to us storing cookies, as detailed in the table.  Please tick the box, to confirm that you consent to us using cookies.  If you do not consent you will still be able to access our website, however your ability to carry out certain functions, for example, apply for a job, may be limited.
To find out more about cookies, including how to see what cookies have been set and how to manage and/or delete them, visit www.aboutcookies.org or www.allaboutcookies.org
Clause 3 Job Alerts and Career Advice
We may on occasion contact candidates stored in our database who are not actively looking for a new role. When you contact Prism Executive Recruitment you may be asked to tick a box indicating that you consent to us storing the personal data you have provided. By providing consent to our storage of your personal data you are also providing consent to us contacting you if we receive details of a role which specifically matches your career aspirations and, very occasionally, sending you career related information e.g. salary survey, interview advice etc.
If you do not wish to receive such information, please email GDPRComplianceofficer@prismrec.co.uk
Clause 4 Our Promise to our candidates
We will never share our candidates’ personal details or Curriculum Vitae with a third party without the candidate’s explicit consent, and then we will only share the personal information with that one company or individual.
Clause 5 Contacting Recruitment Consultants directly
If you contact one of our Recruitment Consultants directly and request they consult with you regarding your job search, or regarding a particular job role, you are giving your consent to Prism Executive Recruitment processing your email and the data contained within your email for lawful purposes, as per Clauses 1 and 3 above.
By sending an updated Curriculum Vitae directly to one of our Recruitment Consultants you are giving consent to Prism Executive Recruitment processing and storing that information, as per Clauses 1 and 3 above.  As referred to in Clause 3 of our privacy notice, we will not share your information with any third party without your explicit consent.
Clause 6 Request to have personal data amended
It is likely that over time your employment history will require updating as you transition to new roles or receive promotion. Prism Executive Recruitment undertake to update your registration within two weeks of receiving an updated Curriculum Vitae.
Under the GDPR you have the right to ask for access to your personal information. Once Prism Executive Recruitment have verified your identity we will provide the information you requested within 30 days.
In the unlikely event you find personal data stored about you by Prism Executive Recruitment is inaccurate, you must advise us immediately.  We will amend your personal registration within two weeks.
Clause 7 Request to have personal data removed or deleted
Upon receipt of a request to delete an individual’s personal registration, Prism Executive Recruitment will ensure that your personal record is deleted within 30 days.
Where Prism Executive Recruitment have placed a candidate in a role, they are required to retain evidence of that placing so that contractual obligations can be met by the client. Prism Executive Recruitment will however take steps to ensure only minimal personal data is retained and we will not make further contact with the candidate.
Where Prism Executive Recruitment have previously received permission to share personal information with a third party, for example for short listing for a role, we undertake to advise that third party of your wish to be forgotten if communication has been in the last 12 months.
In the event that you wish to be erased from our Recruitment Database you should contact deregister@prismrec.co.uk. Please make it clear that you wish to be erased, rather than simply marked as no longer job seeking.
Clause 8 Notification of Breaches
Whilst Prism Executive Recruitment do not store, or at any time request, financial information from candidates, we do store highly personal information contained within your Curriculum Vitae. We are aware of our responsibility as a recruiter to protect your information and to only share details with third parties upon receipt of your explicit consent. All of our systems are protected and only Prism Executive Recruitment staff and consultants working for Prism Executive Recruitment have access to the personal information stored in your registration.
In the unlikely event that our computer systems are compromised and there is a potential loss of confidentiality we will report this breach to you.
In the unlikely event that personal data is taken or exposed from Prism Executive Recruitments records without our consent, we will provide reports surrounding that exposure within 72 hours of being notified of such an event and take any action necessary to restore security of your personal data.
Clause 9 Access
If Prism Executive Recruitment receive a request for access to personal information we will verify your identify before releasing your personal data to you. We will not release information to any third party.
If you would like to make a request for access to your personal information please contact: GDPRComplianceofficer@prismrec.co.uk
Alternatively you can contact us by writing to us at:
GDPR Compliance Officer
Prism Recruitment Ltd
Index House, St George’s Lane
Ascot, Berkshire SL5 7ET
Clause 10 Complaints procedure
If you have a complaint about the way your data is stored or handled by Prism Executive Recruitment, please contact us at: GDPRComplianceofficer@prismrec.co.uk
Alternatively you can contact us by writing to us at:
GDPR Compliance Officer
Prism Recruitment Ltd
Index House, St George’s Lane
Ascot, Berkshire SL5 7ET
Clause 11 Escalated Complaints
If you remain unhappy with the handling of your data you can complain to the ICO.
Information Commissioner’s Office
Wycliffe House
Water Lane
Wilmslow
Cheshire
SK9 5AF
Clause 12 Changes to our Privacy Policy
This privacy policy may be changed by Prism Executive Recruitment at any time. Any changes to our Privacy Policy will be updated on our website. If you have any questions or concerns, please email us at GDPRComplianceofficer@prismrec.co.uk

### Your job search
Making your job search easy and finding you the perfect job
Prism Executive Recruitment has well over 20 years’ experience of working with experienced management consultants to find them make their job search easy. This often means placing clients in the perfect consultancy job, whether this be within the sector or in a role “client side” that makes use of their valuable skills.
We are experts in this complex and complicated market. We will never claim to handle the broadest range of consultancy vacancies, or worse, bombard you with irrelevant consulting jobs. We believe in taking time to understand your short- and long-term career aspirations and present job opportunities which match your objectives. We believe in making your job search aligned to your short term and long-term career goals.
Our process 
Candidates typically come to Prism via a number of routes. You may apply to one of our advertised roles, use our Contact Us form or be referred by a friend or colleague.
In each case we will review your CV and LinkedIn profile to determine whether we are able to help with your job search or progress your job application. If we are able to do so we will usually arrange a telephone or video meeting.
If however we do not handle the level or type of management consultancy jobs which would be of interest to you, we will be honest and endeavour to provide you will other more appropriate avenues to explore. We think a realistic assessment of our ability to help you is preferable to false promises.
Interview preparation
We take great care to present relevant, well-qualified roles to prospective applicants and invest considerable time in coaching and guiding them through the process. We believe that thorough preparation is essential to ensure interview success. We are frequently told that our briefing and active management of the job cycle is both rare and of an exceptional standard.
Ongoing career support
Prism strives to maintain an ongoing relationship with candidates and take an active interest in helping their career development. Many of the candidates we place remain in the same company but move to a more senior role within 2 to 3 years - a measure of our success in matching candidates to employers for the long term. We are also very happy when candidates become clients – a frequent occurrence.
The testimonials we receive from both candidates and clients are evidence that we provide a uniquely professional service which is why we were voted winners of the “Top Management Consultancy Recruitment Award” for 10 consecutive years while it was running.
The Guides section of our website includes a wealth of valuable and helpful guides and articles to help you to succeed in your job search.
Elsewhere on our website, you will find advice on CV preparation, how to excel at interview and the latest Salary Review.
View our current vacancies
 
 

### Advice and resources for candidates
How to write the perfect CV
We are regularly asked to provide resources for candidates when conducting their job search to help them find better employers and secure better positions more easily. Drawing on several decades of experience in the executive recruitment market, we have written a comprehensive guide to preparing an effective CV for management consultancy job applications.
It is important your CV does you justice and our consultants offer the following key advice:
 	The general recruitment industry view is that a CV should fit onto two or three pages - certainly no more than four.
 	Your personal details and contact information should be clear, preferably placed at the start of your CV.
 	Keep your CV concise and to the point. Avoid using jargon or phrases that are only used by your company.
 	When structuring the career history section of your CV, work in chronological order, with your current/most recent position first. Prospective employers will be far more interested in your recent responsibilities and achievements than what you did 10-15 years ago so the length of each job description should be weighted accordingly.
 	A brief description of each company you have worked for (size, products/services, market position etc.) will help a reader who is not familiar with your industry.
 	Think about how much of your time you spend on each aspect of your job - your CV should reflect that. If 25% of your role is sales then make sure you mention it! If you are in a client facing role ensure you provide details of clients and projects: these should be bullet points, 3-5 lines each, sitting within the appropriate job section.
 	When responding to specific advertisements in the press or on-line, make sure you follow the response instructions accurately, and that your CV highlights all your experience which is relevant to the appointment in question.
We have a wealth of advice and resources for candidates to assist in their job search including optimising LinkedIn profiles, interview preparation, and how to get the best from your recruitment consultant.
To see all our candidate help and advice click visit our Candidate Services Page.

### Our Recruitment Solutions
Consultant Recruitment Solutions: General Overview
The team at Prism Executive Recruitment are experts in management consultancy recruitment and executive recruitment solutions.
Our strength is our integrity and professionalism combined with our flexibility and willingness to offer creative recruitment solutions and charging structures to enable us to focus on finding first rate talent for each job vacancy we help fill on behalf of our clients.
This forms a key part of a process that pulls together Prism’s considerable sourcing and search expertise, our depth of market knowledge and our exceptional, unrivalled network of contacts in the sectors and competencies in which we operate, built up in over 20 years of trading.
We specialise in providing candidates with a management consulting background, typically experts in change and transformation including:
 	Project and Programme Management
 	Digital
 	Business Transformation
 	People and organisational change
 	Business Process Improvement including lean and operational excellence
 	Finance and Performance management
 	Strategy
 	Supply chain
 	Business leadership including CEO and other Board appointments
On the technology side, we provide candidates who can deliver:
 	IT strategy
 	Enterprise and Technical Architecture
 	Enterprise systems transformation
 	IT leadership
We work across all sectors including:
 	Financial services
 	Telecoms and media
 	Oil and energy
 	Manufacturing
 	Retail and consumer
 	Health and life sciences
 	Public sector
For examples of our capability please see Assignments Completed.
Our Services
Retained Executive Search and Selection
Prism Executive Recruitment was one of the pioneers in the development of this hybrid retained service, which combines the benefits of a specific targeted recruitment search with those of a well-planned broader candidate sourcing campaign across multiple channels offering a far reaching and comprehensive review of the active and passive candidate market.
A powerful recruitment approach
The attraction of the executive search and selection approach is that we can identify and agree with the client a small number of specific target companies or individuals (i.e. direct competition), as well as attracting a wider pool of candidates for job vacancies using sources such as online subscription databases, online advertising, Prism’s unrivalled and extensive database, LinkedIn, recommendations and referrals etc.
This service includes everything you would expect from a retained recruitment approach, such as:
 	Comprehensive and agreed candidate specification and sourcing proposal
 	Full Assignment Brief
 	Intensive and extensive candidate sourcing programme
 	Dedicated interviewing of potential candidates
 	Interview appraisal
 	Shortlist presentation
In addition the client has the certainty of an extremely focused, dedicated and time-intensive approach which invariably yields far superior results yet costs the employer little more than a basic multiple agency database approach.
Contingent Recruitment
This reflects a much more flexible recruitment approach than most search and selection consultancies can provide. Prism Executive Recruitment is able to access its candidate database and extensive network   on a ‘no placement no fee’ basis. Whilst many clients retain us to handle assignments with a comprehensive and dedicated candidate sourcing and recruitment process, we recognise that many companies prefer a different charging structure.
What this recruitment method offers clients
We have a strong database in the management consultancy and technology markets, built up and maintained since we commenced trading, and we continue to invest in growing our networks.  Many of these candidates are not actively in the job market or are exclusively registered with Prism. These contacts ensure we can provide a speedy, cost effective and results-related solution to a pressing recruitment requirement.  In the era of LinkedIn everyone thinks they have a ready made candidate list to source from but the reality is that a database of interviewed and qualified candidates, with contact details and in many cases “history” with Prism is invaluable.
Naturally we also combine this approach with a broader resourcing strategy to ensure that the client has access to both active and passive candidate talent from a range of sources.
 
Interim Management
Our interim and contract business mirrors our permanent recruitment business. We specialise in providing candidates with a management consulting background, typically experts in change and transformation or technology including:
 	Project and Programme Management
 	Business Transformation and Change
 	Business Process Improvement including lean and operational excellence
 	Digital
 	Finance
 	Strategy
On the IT consulting side, we provide candidates who can deliver:
 	IT strategy
 	Enterprise and Technical Architecture
 	Enterprise systems
 	IT leadership
A cost effective solution
As well as being high calibre candidates with exceptional consulting backgrounds Prism Executive Recruitment’s interim consultants have the added benefit of being more cost effective – often half the cost of equivalent resources from management consulting firms.
Fees
The documents below provide information on our standard fees and the terms of business for each recruitment solution. We are able to offer creative structures reflecting individual clients and individual requirements in order to provide a mutually agreeable solution.
Prism Retained Executive Search and Selection Terms of Business
Prism Contingent Recruitment Terms of Business

### Advice & resources for clients
How to select the most appropriate applicant for a vacancy
Whether one views interviewing as a necessary evil or a refreshing change from day to day work, the reality is that many of those involved in recruitment decisions are not trained interviewers. Self-evidently, however, their role is crucial in attracting candidates to their organisation and ensuring future employees have the skill sets, personal qualities and experience to undertake the role for which they are being assessed. That is why we routinely offer recruitment advice for employers to help them secure their best candidates.
Recruitment Advice #1: Structuring Interviews
A company’s interview process should be constructed with the following criteria in mind:
 	A maximum of three stages, which will include meeting all relevant decision makers.
 	Evaluation of career history including promotions, reporting lines, reasons for job moves.
 	Evaluation of the skills and experience required by the role.
 	Assessment of personal qualities and personality characteristics with reference to the role and employer in question.
 	Briefing/Selling the candidates on the role and company. Allowing candidates to ask questions and evaluate their own comfort with the firm, role and people.
 	Completed within a reasonable time scale: not too hasty, not too slow.
It will be clear that preparation will therefore require stakeholders’ agreement on: what qualities are being sought? How are they going to be measured and at what stage in the process? What are the employer’s selling points and how do they ensure that the candidate is made aware of these from an early stage of the recruitment process? Who needs to be involved in the process and why?
Of the previous points the most important in terms of recruitment advice for interview preparation and management is deciding the candidate profile and being clear that all the criteria specified are genuinely relevant pre-requisites for success in the role.
Recruitment Advice #2: Further Evaluation
Evaluation of the candidate can be either by a traditional experience related interview, or more sophisticated competency based techniques, perhaps supplemented by formal or informal presentations. The key point is that the choice of format must be directly relevant to the role i.e. there is no point in asking someone to do a presentation if it’s not likely they will be doing so in the job.
Psychometrics and aptitude tests are frequently included in employers’ selection processes without any clear relevance and should be included only if essential as they are time consuming for candidates and frequently meet with candidate resistance as they may be seen as demeaning.
While the nature of the interview itself will depend on the stage of the process and the role of the interviewer, the following recruitment advice checklist may help:
 	Am I clear what my role is in this interview and what the next step is in the process?
 	Do I have a copy of the CV (and covering letter if relevant?)
 	Allow at least 10 minutes to thoroughly read the CV and note points which require discussion (with reference to any previous interview notes if relevant)
 	If it is not the first interview, check well in advance (i.e. not 15 minutes before) for notes from previous interviews and/or speak to previous interviewers
 	If it is the final stage, ensure that all relevant information has been gleaned from the candidate.
Crafting an effective recruitment process which delivers the best talent is not simple and indeed many employers underestimate the difficulty: Prism would be delighted to provide a free overview of your approach with no obligation or undertake and more detailed evaluation if required.

### Our Specialist Markets
The team at Prism Executive Recruitment are specialist experts in management consultant recruitment.
We do this for consultancy firms and corporates/PLCs seeking talented consultants.
Our strength is our deep knowledge and experience of this unusually complex market, combined with our integrity, professionalism and Prism’s flexibility and breadth of candidate-sourcing methodologies.
This means we can focus on finding first-rate talent for each job vacancy we help our clients fill.
Our unique process pulls together Prism’s considerable sourcing and search expertise, our depth of specialist market knowledge and our exceptional, unrivalled network of contacts in the sectors and competencies in which we operate, built up over more than 25 years of trading.
 
 
 
 
We specialise in providing candidates with a management consulting background, typically experts in strategy, change and transformation including:
 	Project and programme management
 	Business transformation
 	People and organisational change
 	Business process improvement including lean and operational excellence
 	Finance and performance management
 	Strategy
 	Supply chain
 	M&A
 	Business leadership including CEO and other Board appointments
On the technology side, we provide candidates who can deliver:
 	CIO advisory & IT strategy
 	Digital advisory and strategy
 	Enterprise and Technical Architecture
 	IT/Enterprise systems transformation
 	IT leadership
We find candidates across all sectors including:
 	Financial services
 	Life sciences/pharmaceuticals
 	Telecoms and media
 	Oil and energy
 	Manufacturing
 	Retail and consumer goods
 	Health care
 	Public sector
 
 
 
To discuss your management consultant recruitment requirements and how Prism can help with your talent strategy, contact us.

### Our People
Our People
Prism has a highly experienced team and a broad network of talented executive recruiters and resourcers. These include:

### Contact Us
Contact us
If you are considering recruiting management consultants or would like advice about hiring strategies in this complicated and diverse market please contact us by any of the methods here and we will respond promptly.
We are always keen to hear from experienced management consultants who may be considering career options, whether actively looking for a new consultancy job or more passively considering next steps and in need of advice. We specialise in management consultancy recruitment and related executive selection.
London Office:
Prism Executive Recruitment
32 Threadneedle St
London, EC2R 8AY
+44 (0) 203 143 5926
Ascot Office:
(address for all correspondence)
Prism Executive Recruitment
Index House, St George’s Lane
Ascot, Berkshire, SL5 7ET
+44 (0) 1344 636 426
 
Contact the MD directly:
 
Chris Sale
Managing Director
chris.sale@prismrec.co.uk
Let's connect
We'd love to hear from you
Please take a moment to fill out the form below, and we'll get back to you promptly. Your inquiry is important to us, and we look forward to connecting with you soon.
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### Guides


### Candidate Services
We provide guidance and support with our candidate services, not just throughout your next job search but also your longer-term career.
Our market focus
Our focus is clear: we specialise in management consultant recruitment and related business transformation jobs, working for consultancy employers, IT services firms and corporates.
For the individual who we register and believe we can assist, typically an experienced management consultant, we can  provide sound, accurate and impartial advice on your job search, career planning and  CV, as well as access to excellent consultancy job openings. Our free candidate services offer a practical and informative approach and can help in realising your longer–term career aspirations.
Career advice
Making a move requires careful thought and a structured plan: successful career moves rarely happen by chance.
Prism Executive Recruitment aims to build long-term relationships with its candidates. We want to help you manage your career effectively over a number of years and encourage openness, trust, regular communication and honest feedback.
Our commitment to candidate services is amply demonstrated by the number who return to us for advice and job moves throughout their career as well as the wealth of information in our guides.
Why Prism Recruitment?
Each of our recruitment consultants has a wealth of experience and in-depth market knowledge of the industries within which they recruit. This ensures you will always receive a high level of understanding and the most relevant up-to-date advice. As a consequence, those all-important career moves will come as a result of well-informed decisions.
We place considerable emphasis on helping individuals to prepare for and achieve successful career moves and are committed to dedicating the appropriate resources to do so. As well as guides and advice this includes very thorough briefing before the all-important job interview.
How Prism Candidate Services differs from a typical recruitment agency
 	Our reputation is much more important to us than a fee. This underpins every interaction with candidates
 	We never, ever, send your CV anywhere without your express permission
 	We always acknowledge and respond to all job applications
 	We always return calls
Get in touch
Whether you are actively considering a move now, or simply want to discuss your future prospects, please feel free to contact us.
Please note we are a specialist consultant recruiter: our free expertise and advice is typically only relevant for some of the candidates who contact us and whom we feel we can assist.
In particular, we are not able to assist candidates at the earliest stage of their careers or seeking a first move into management consultancy. For more assistance see this page for pointers to further resources.
To register with Prism Executive Recruitment, please submit your CV using the form on our contact us page.
Resources
 	Management Consultants Job Search Survey
 	Prism Consultancy Salary Review

### Management Consulting Recruitment Services
What Prism offers
A unique approach to consultancy recruitment
Prism Executive Recruitment’s approach is based on the simple belief that recruitment problems cannot always be resolved by pre-determined, packaged services. Our strength is our ability to develop a deep understanding of our clients’ businesses and any particular requirements they may have for a vacancy. This then allows us to effectively analyse a resourcing issue and be able to recommend the most effective solution, based upon one or more of our service lines.
A recruitment agency with a proven track record
Our consultancy recruitment service demonstrates more flexibility and creativity than our competitors in how we solve a management consulting recruitment problem, at all times tailoring our recruitment solutions and charging to be specific to our clients’ particular requirements. Perhaps this is why our assignment completion rate is significantly higher than the industry average and we keep winning awards.
Our specialist industry focus and approach, includes handling a wide variety of consultancy vacancies and related roles. It also ensures that we are leaders in the sectors in which we operate and that all our consultants have an in-depth understanding and extensive market knowledge of their areas of expertise. All of this, coupled with our commitment to building long-term relationships with both our candidates and clients, is what makes Prism one of the most highly regarded leaders in the recruitment field.
To illustrate how we have helped a wide range of clients, our Management Consulting Recruitment Case Studies provide examples of recent assignments.
Our principal services are:
 	Executive Search & Selection (retained assignments)
 	Contingent Recruitment
 	Interim Recruitment
Our major clients use most or all of our service lines, working with appropriately qualified consultants in each area.
For real-world examples of our consultancy and executive recruitment capability please see Assignments Completed. We have worked with clients of all sizes, both nationally and globally and placing consultants and management teams who have helped to develop and transform their business.
Contact Us to discuss how Prism can help with finding great management consulting talent for your organisation.
Client Services Resources
 	Management Consultants Job Search Survey
 	Management Consultancy Salary Review 2024

### About Us
Market leaders in executive and consultant recruitment
Prism Executive Recruitment was established in 1997 by Chris Sale, a highly experienced leader in management consultancy recruitment and executive selection. Since then we have enjoyed considerable success and are set to grow further.
Our success with executive search is based upon:
 	Our specialist approach ensures that we are experts in the sectors in which we operate, which has enabled us to fill numerous successful management consultancy jobs and other executive vacancies to date.
 	Our consultants’ in–depth understanding and market knowledge
 	Our commitment to building long–term relationships with our clients and candidates
 	Our flexible resourcing solutions, with an emphasis on results.
Why choose Prism as your executive recruitment agency?
 	We handle a wide range of appointments for a client base which includes major consulting and professional services firms, large corporates and PLCs, as well as niche businesses and boutique consulting firms.
 	We have successfully handled recruitment assignments in a number of European countries, as well as across the UK.
 	Prism offers a range of employment resourcing solutions, providing the most suitable approach to meet each client’s recruitment needs.

### Management Consultant Recruitment: finding exceptional consulting talent
Management Consultant Recruitment: finding exceptional consulting talent
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Consultancy Recruitment
Prism Executive Recruitment has one of the most experienced teams of Management Consultancy recruiters:
 	Winner of Top-Consultant Recruiter of the year ten years’ running
 	Consistent track record of success with mid-senior level appointments
 	Reputation for professionalism and honesty
 	Management Consultancies Association sponsor
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Corporate Executive Recruitment
Our consultants have been recruiting for Blue Chip corporates all their professional careers:
 	An outstanding network of top Management Consultants
 	Cross functional recruitment expertise: from Corporate Strategy to Finance and Technology
 	Deep experience successfully delivering complex search and selection projects
 	Exceptional communication, work ethic and integrity
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## Vacancies
### Consulting Director: Business Transformation
Key management consulting Director role in smaller, expanding strategic growth and transformation consultancy.
The role:
Our client has continued to grow their business in 2025.
As a result, they are seeking a very experienced management consultant with significant business development, consulting leadership, change and transformation experience to work closely with the existing leadership team on this journey.
***of particular interest is experience in sourcing strategy, IT vendor consolidation and related cost optimisation***
This hybrid role will work across revenue growth and business development, project and client delivery leading multiple consulting engagements, as well as operational management and proposition development. The role includes:
 	Leading a portfolio of assignments and client projects across strategy development and transformation delivery including managing consulting staff and key stakeholders
 	Sales and revenue development: developing and growing existing clients and winning new business
 	Develop the consulting capability and propositions, thought leadership and people
 	Support the business across all aspects of business leadership and revenue growth
 
You:
 	A very  experienced management consultant with recent employment at Senior Manager or Director level with an established consulting firm
 	Broad experience, with established capability at CxO stakeholder level, across strategy, business case development, Target Operating Model, business growth and transformation
 	EXPERTISE IN ONE OR MORE OF: procurement/sourcing; shared services/GBS/BPO; organisational design/Target Operating Model; B2B customer growth/services; digital & IT strategy/CIO advisory
 	Ideally recent experience in one or more of life sciences (pharmaceutical, biotech or medical devices), manufacturing or consumer goods. Regrettably Public Sector or Financial Services experience is not relevant to our client.
 	Proven experience in sales and growing client accounts as well as delivery and broader practice development.
 
The employer:
 	A well-established and highly regarded boutique strategic growth and transformation consultancy
 	The firm is successful, expanding and on a successful pathway to the next stage of significant growth
 	They work cross functionally to prepare their impressive client base for significant high impact transformation and to embed it within their business
 	The firm works across sectors, with a recent focus on pharmaceutical, medical devices and consumer goods manufacture
 	Their services cross strategy, business case development and target operating model design through to operational readiness, transformation and change implementation.
 
 
Why apply?
 	A successful and profitable consulting firm with exceptional clients in the UK and internationally
 	A real opportunity to play a key role in shaping the business
 	Exciting and innovative market proposition: making a big impact quickly
 	A values led firm: supportive, transparent, empowering, wholly focussed on the success of their clients and staff
 
Location and mobility:
Our client has a flexible working model but applicants must be based in commuting distance of London and willing to work in the London office 3 days per week and at client site as required.
Salary and package:
£120,000 –c £150,000 base plus bonus plus benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
We can only accept job applications from candidates who have been working as a management consultant in the UK for at least 4 years. For such candidates there may be the opportunity to sponsor. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6129-CS

### Associate Consulting Director: Strategy and Transformation
Key role in expanding strategy, growth and transformation consultancy
  
The role:
Our client is enjoying a very successful 2025.
As a result, they are seeking an Associate Consulting Director to join the team. They require a very experienced management consultant, with Director potential, with significant strategy, change and transformation expertise to work closely with the existing leadership team on this journey.
This hybrid role will work across delivery and leading client consulting engagements, as well as revenue growth and business development, operational management and proposition development. The role includes:
 	Leading a portfolio of assignments and client projects, with end to end delivery, across strategy development and transformation delivery including managing consulting staff and key stakeholders
 	Sales and revenue development: developing and growing existing clients and winning new business
 	Develop the consulting capability and propositions, thought leadership and people
 	Support the business across all aspects of business leadership and revenue growth
 
You:
 	A senior management consultant with recent employment in the UK as an experienced Senior Manager or equivalent with highly regarded, established consulting firm
 	Broad experience, with established capability and credibility at CxO stakeholder level, across strategy, business case development, Target Operating Model, Cost optimisation, business growth and transformation
 	Also experience in one or more of: procurement/sourcing; shared services/GBS/BPO; organisational design/Target Operating Model; B2B customer growth & customer service; PMO/Programme Management; CIO advisory (inc sourcing and vendor strategy)
 	Ideally, recent consulting experience in one or more of life sciences (pharmaceutical, biotech or medical devices), manufacturing or consumer goods
 	Proven experience in sales and growing client accounts
The employer:
 
 	A well-established and highly regarded boutique strategic growth and transformation consultancy
 	The firm is successful with a strong order book and on a successful pathway to the next stage of significant growth
 	They work cross functionally to prepare their impressive client base for significant high impact transformation and to embed it within their business
 	The firm works across sectors, with a recent focus on pharmaceutical, medical devices and consumer goods manufacture
 	Their services cross strategy, business case development and target operating model design through to operational readiness, transformation and change implementation.
 
 Why apply?
 
 	A successful and profitable consulting firm with exceptional clients in the UK and USA
 	A real opportunity to play a key role in shaping the business
 	Exciting and innovative market proposition: making a big impact quickly
 	A values led firm: supportive, transparent, empowering, wholly focussed on the success of their clients and staff
 	Clear career growth with Director as the next step
 
 
Salary and package:
 
£110,000-£130,000 plus bonus plus benefits
 
Location and mobility:
 
Our client has a flexible working model but applicants must be based in commuting distance of London and willing to work in the London office 3 days per week.
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
Candidates must meet the essential selection criteria above and be based in the UK with significant recent UK consulting experience. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6125-CS.

### Consulting Director
We seek an experienced Consulting Director to sell, develop and lead the R&D and innovation consulting teams across our client’s Consumer Goods & Industrial markets
The role:
 
The role of Managing Partner Innovation is responsible for revenue growth in the Consumer and Industrial markets, the Heads of which are direct reports.
 
Reporting to the Managing Director of the R&D Consultancy Division, you will be responsible for leveraging your science, technology and engineering background, your consulting pedigree, your sales experience and your significant R&D and Innovation experience.  You will be working with start-up disruptors, through to world leading brands to realise maximum value from R&D and Innovation investments.
 
Key responsibilities:
 
 	Leading the two R&D Consulting Teams across Consumer and Industrial markets
 	Building and growing a portfolio of clients to expand business in the UK, US and across mainland Europe, including direct sales
 	Leading business development and client management activities
 	Educating prospective clients in the value of partnering with a consulting firm that has deep market knowledge and a network of the best minds in the industry
 	Developing service offerings and Go-To-Market strategies
 	Achieving sustainable revenue and profit growth
 	Collaborating with appropriate internal resource to demonstrate the capability to deliver
 
You:
 
 
 	Have proven success as an experienced and senior management consultant responsible for selling and delivering business across Consumer and/or Industrial businesses
 	Have a deep understanding of R&D and Innovation strategy & execution in blue chip Consumer or Industrial businesses
 	Have the ability and the experience to harness AI as an enabler to power innovation and infrastructure
 	Demonstrate clear experience of creating R&D and Innovation related consulting service offerings
 	Have a scientific and/or engineering background supported by a relevant degree
 
 
The employer:
 
Our client is a Global Innovation & Technology company with a track record of success in bringing novel solutions to market faster, unlocking value from data and AI, delivering industry disrupting insights and creating opportunity from complexity to deliver scalable impact and drive growth.
 
 
Why apply?
 
 	A newly created role with the opportunity to make a real impact with an established and successful consulting business
 	There is a strong demand from businesses to bring innovative solutions to market at pace. This role is key to the conception and delivery of these products.
 	Join a highly respected science & technology consulting firm with a global presence.
 	Collaborate with the firm’s highly qualified scientists and technologists and learn from them.
 
Salary and package:
 
Base salary £130,000 to c.£150,000 + bonus of 15 – 20% dependent on group performance + benefits
 
 
 
Location and mobility:
 
The role can be based from the Cambridge or Banstead offices. Must be willing to travel c25% of the time including to the US and mainland Europe.  There is NO WFH policy: 5 days per week at the designated office, or clients, is essential.
 
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role. 
 
  
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6132-SB.
 

### Consulting Director
A unique opportunity for an experienced Management Consultant to build on their skills in account management/sales support and to transition into new business sales, en route to Partner status.
The role: 
 
As a Consulting Director, with experience gained in an established consulting firm, you will have a remit to sell new business in Operational Excellence and Transformation across a wide range of sectors.
 
Key responsibilities:
 
 	Sales and business development: with an emphasis on new business development, you will help to grow the client portfolio through proactive relationship building and thought leadership
 	To lead consulting teams in the delivery of complex, high value transformation projects, ensuring seamless execution whilst delivering measurable outcomes to client companies
 	To play a pivotal role in driving the consulting firm’s growth both nationally and internationally, and delivering outstanding results across their global client base
 
You:  
 
 	Proven success as a management consultant responsible for helping to win, develop and deliver business solutions across one or more of the company’s core business sectors: manufacturing, aerospace & defence, construction, rail, nuclear, infrastructure, energy and utilities
 	Your experience from leading and managing blue chip clients within a consultancy has provided you with a depth of expertise across at least 2 of the following: strategy, performance improvement, operational excellence & coaching
 	You will have a real passion for people and performance transformation, typically coming from an Operational Excellence, Lean and/or Continuous Improvement background
 	You will be a collaborative leader, able to create great relationships and be comfortable working autonomously or as part of an integrated team.
 
 
The employer:
 
Our client is a well-established and growing boutique global consulting firm that offers a unique blend of strategy, performance improvement, coaching and digitisation, combining Lean transformation and continuous improvement with the effective engagement and development of people.
 
Both internally and externally, high levels of employee engagement are the foundation of their consulting practice. With a strong order book for 2025 and an excellent pipeline of prospective business, they need to hire a Director who shares their passion for people and performance.
 
 
Why apply?
 
 
 	High impact engagement with client staff to ensure rapid and effective results
 	A supportive, collaborative and nurturing culture
 	Challenging projects in a rapidly growing firm
 	A record of building fantastic customer relationships at all levels
 	The company is passionate about achieving operational excellence
 
 
 
Salary and package:
 
Base salary of £90,000 - £110,000 + bonus and benefits package
 
Location and mobility:
 
The business has several offices in the UK & internationally: you will have the flexibility to live anywhere in the UK but must be prepared to travel with overnight stays, as required, including client sites and overseas locations
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role. 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6130-SB 

### Principal: Human Capital Consulting
Newly created HR Consulting role shaping the future of work at boutique international investment management firm.
The role:
 
This newly created Human Capital Consulting role will offer the potential to put your own stamp and really make a mark:
 
 	Work closely with senior leadership to align workforce strategies with business and talent priorities, offering independent insights and hands-on support.
 	Advise on organisational design, talent deployment, future capabilities, change management, and workforce trends.
 	Support teams in improving performance, embracing change, and streamlining ways of working.
 	Lead global projects across workforce planning, skills development, contingent labour, and digital transformation.
 	Promote a high-performance, inclusive culture rooted in strong values, while encouraging adaptability.
 	Analyse workforce shifts to refine, challenge, or evolve existing strategies as business needs change.
 	Reporting to Global Head of HR
 
You:
 
You are considering a move “client side”:
 
 	An HR management consultant, with recent experience in a management consulting firm at Manager or Senior Manager level
 	Considerable experience in Human Capital and HR consulting, with related org design, workforce planning and high impact change
 	Your sector experience may include asset/investment management, financial services, fintech or other fast moving environments.
 	Able to both impress and thrive in a demanding, ambiguous newly created role
 
 
The employer:
 
A global investment management firm with a number of international offices and c200 based in Central London. They differentiate by seeking to deliver long-term returns through a research-driven approach to identifying growth opportunities.
 
 
Why apply?
 
 	Fantastic opportunity to shape a newly created role
 	Impressive smaller scale firm
 	Help the leadership team shape the workforce of the future
 	Working in an exceptional team
 
 
 
Salary and package:
 
£90,000- £120,000 plus bonus plus benefits
 
 
 
 
 
Location and mobility:
 
Candidates should live within the London area and be willing to be based in our client’s Central London office at least 3 days per week.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.  
 
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6131-CS

### Strategy Consultant
Key roles in a highly regarded boutique consultancy helping businesses and brands to develop strategies that facilitate and sustain growth.
 
The role:
 
These key strategy consulting roles are focused on helping clients to drive long-term, sustainable business growth. They are at Consultant level with an emphasis on:
 
 	Helping to build strategies allied to the growth of brands & businesses by drawing insights from both qualitative and quantitative data
 	Reviewing and manipulating raw data and reviewing research documents/trend reports
 	Creating quality slides and Excel dashboards
 	Participating in client meetings and supporting stakeholder interviews
 	Supporting proposal development
 	Working with some of the world’s best brands, smaller agile companies and not for profit clients, always tailoring the approach to the specific need.
 
 
 
You:
 
 	Experience in a management consulting role with a recognised management consulting firm
 	A primary focus on driving commercial growth strategies, securing a competitive edge
 	Scenario planning: experience of envisioning various possible futures and developing robust and flexible strategies to address them
 	Experience of working with consumer-facing businesses
 	Evidence, through academic or career history, of a balance of numerical/quantitative and verbal/qualitative skill sets
 	Have strong Excel and PowerPoint skills
 
 
 
The employer:
 
Our client is a firmly established, London based strategy consulting firm working with some of the world’s most ambitious companies across 60 countries and 67 markets. Their consultants help to drive business growth & success by providing solutions allied to strategy, innovation and sustainable growth.
 
 
 
Why apply?
 
 	An empowering and collaborative culture with an emphasis on work/life balance
 	Continuously seek to grow the company and the people they employ
 	A highly competitive benefits package
 	The office is in a central London location and offers a range of on-site, recreational facilities
 	Hybrid and flexible working arrangements:  a mix of office and WFH and NOT high travel  
 
 
Salary and package:
 
To £45,000 plus generous benefits, including share options, profit share, hybrid and flexible working, private medical insurance and exceptional family leave entitlements
 
 
Location and mobility:
You should be living within easy commuting distance of central London and prepared to work away from home on occasion
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role. 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6127-SB.

### Managing Consultant: Asset and Wealth Management
Unrivalled opportunities to join a dynamic Private Equity firm, guiding and growing its Fintech portfolio.
 
 
 
The role:  
 
You will:
 
 	be responsible for innovation and delivery of performance improvement and growth projects across this Private Equity firm’s portfolio companies, typically fintechs in the wealth and asset management industries.
 	work closely with technology entrepreneurs, honing your skills in strategic growth initiatives and scaling businesses.
 	also support pre-deal due diligence around technology and products, value creation/planning and value creation execution.
 	support the development of concepts, transforming them from visions into concrete propositions and the operating model needed to support them from people, process and technology perspectives.
 	create SOWs: scope, objectives, project plan, team structure, pricing etc.
 
You:
 	must have management consulting experience in Financial Services’ wealth management, asset management, or capital markets, at Manager level
 	will have experience in performance monitoring, process mapping/automation, cost optimisation, project management, business analysis and growth strategy.
 	will be experienced in identifying opportunities for increased efficiencies through automation/AI, data analytics and other technologies
 	will have the skills to lead transformation initiatives.
 	can liaise effectively with senior stakeholders.
 
 
The employer:
 
An unrivalled opportunity to join a Private Equity firm: a highly successful team who prioritise sustainable growth & acquisition opportunities. They are committed to bringing innovation to their portfolio companies and strategic partners to accelerate growth and unlock value.
 
They are focussed in the Wealth & Asset Management industry, which is deeply embedded in the firm’s DNA. This has led them to invest in groundbreaking technologies that are set to reshape the industry going forward.
 
 
Why apply?
 
 	This is a PE company that has acquired deep expertise and connectivity across the financial technology landscape over the last ten years.
 	A fantastic opportunity to develop your experience of the complex fintech firms that underpin the FS industry and the organisations that operate them.
 	Will allow you to be immersed in a diverse tech landscape during this time of accelerated change, which will bring unprecedented value opportunities.
 	This is a highly respected global company with offices in the US, Europe and the UK
 
 
Salary and package:
 
Vacancies exist at Senior Consultant and Manager level with base salaries in the range of £80,000 - c£100,000 plus a generous benefits package
 
Location and mobility:
 
London. Hybrid working with typically 2 days/week in the office.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6128-SB
 

### Managing Consultant: Strategy and Transformation
Key management consultant roles in expanding strategy, growth and transformation consultancy.
 
Our client is a well-established and highly regarded boutique strategy, growth and transformation consultancy. They continued to grow their business in 2024 and are further expanding in 2025.
They are seeking experienced management consultants with recent employment with an established UK consulting firm.
 
The role:
These Manager level roles will work across delivery and leading client consulting engagements, as well as playing a broader contribution in the firm. Responsibilities include:
 	Engage with senior stakeholders, driving transformation efforts and building relationships
 	Perform in-depth industry and market analyses, focusing on growth forecasts, trends, supply and demand, as well as financial modelling.
 	Lead portfolio analysis, market mapping, and segmentation; conduct strategic capability reviews, and commercial assessments (including sales, customer segmentation, market entry, pricing strategies, etc.).
 	Spearhead the design of future operating models, with detailed mapping of current and future processes.
 	Programme management: track progress, address risks and issues, and ensure critical milestones are met on time.
You:
 	A management consultant with a track record of success with an established consulting firm
 	Broad experience, with established capability at CxO level, across strategy, business case development, Target Operating Model, business growth and transformation
 	Some expertise in one or more of: shared services, procurement, sourcing, customer growth, customer experience, organisational design or CIO advisory/IT strategy
 	Experience in one or more of: life sciences, medical devices, manufacturing or consumer goods
 	For consideration at the more senior level you will have had some sales and business development responsibilities
 	A proactive self starter and team player
 
The employer:
 	The firm is successful, expanding and on a pathway to the next stage of significant growth
 	They work cross functionally to prepare their impressive client base for significant high impact transformation and to embed it within their business.
 	The firm works across sectors, with a current focus on pharmaceutical, medical devices and consumer goods manufacturing
 	Their services range from strategy, business case development and target operating model design to operational readiness and change implementation.
 
Why apply?
 	A successful consulting firm with exceptional clients
 	Real opportunity to play a key role in the business with a high level of personal autonomy
 	A values led firm: supportive, transparent, empowering and focussed on the success of their clients and staff
 
Location and mobility:
Our client has a flexible working model but applicants must be based in commuting distance of London and willing to work in the London office 3 days per week and at client site as required.
Salary and package:
£70,000- £90,000 base plus bonus plus benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK. The salary offer, from the range stated, will be dependent on experience fit. This is a permanent role. 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6126-CS

### Principal Consultant – Performance Improvement
Key roles in a highly regarded boutique consultancy helping to plan and deliver transformation to optimise outcomes
 
 
 
The employer:
 
Trusted by global corporations for more than 50 years, our client excels at planning and implementing the changes needed to improve efficiencies and profitability across a range of private and public sector clients.
 
They work with business leaders to restructure, integrate acquisitions, cut costs, increase profitability, introduce lean operations and streamline supply chains, consistently building the trust that has resulted in enduring relationships over many years.
 
 
The role:
 
You will introduce and deliver sustainable performance improvement initiatives aimed at improving efficiencies and increasing Return on Investment for prestigious clients in the UK and occasionally internationally.
 
Key responsibilities:
 
 	Help to develop and deliver change programmes across a wide range of clients and industries
 	Advise and help organisations to restructure, merge acquisitions, cut costs and increase performance/profit
 	Build long term and enduring relationships
 
 
 
Why apply?
 
 	A doubling of turnover in the last 12mths
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A hybrid working model largely influenced by client preference
 	The company is passionate about achieving operational excellence
 	High impact engagement with client staff to ensure rapid and effective results
 
 
 
You:
 
 	You will have worked in a respected management consulting firm and you may also have held a senior operational role
 	Have experience in several of the following: operational excellence, process improvement, process design, Lean, Continuous Improvement, organisational design, supply chain, procurement, target operating models, cost reduction programmes, merger integration
 	Have a real passion for people and performance transformation
 	Have some experience in business and account development and management
 	Will be comfortable working autonomously or as part of an integrated team
 	Must have a good degree from a leading university
 
 
 
 
Location and mobility:
 
You will live in the North of England and must be prepared to be based at the Manchester office 2 days/week and work at client sites throughout the country as required. For the remaining time, you will WFH.
 
 
Salary and package:
 
Base salary of £80,000 – c.£120,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates are based in the UK and have the Right to Work in the UK without a need for future sponsorship
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6123-SB.
 

### Principal Consultant Customer Growth
Our client is  a revolutionary customer data, insights and customer growth firm underpinned by a unique AI analytics technology and data platform
The role:
 
Working very closely with the CEO and Reporting to the Head of Consulting you will support senior stakeholders internally and with clients to:
 
 	Lead pitches and proposals and manage key relationships with existing accounts, typically with CMO and CCO stakeholders
 	Working with the platform and alongside technical and data staff to deliver customer insights and strategic customer growth opportunities for clients
 	Help to define and deliver the clients’ customer experience, retention and growth strategies
 	Define growth KPIs and both enhance and measure the commercial impact of the platform and strategic programmes
 	Support the Client Partner and key stakeholders to help the client achieve significant commercial value from the platform and its data
 	Support the Head of Consulting in leading and growing the consulting practice.
 
You will have:
 
 	Enthusiasm for working with the CEO to help win business with major blue-chip organisations including some experience in sales and business development
 	Several years’ experience as a management consultant in a highly regarded consulting firm and currently operating at Manager level or above
 	First party “big” data analytics experience and technology savvy
 	Customer growth, customer strategy or related consumer marketing experience engaging at CMO level
 	Strong experience of working with large scale customer data in one or more of the key B2C sectors they operate in: ideally retail, retail banking, travel or health
 	Strong academic profile including a good degree
 
Salary and package:
£85,000- £120,000 plus benefits including both potential equity and bonus. 2-3 days pw at the Central London office with flexible working.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6122-CS

### Senior Management Consultant – HR
A key and influential role in a highly regarded boutique consultancy firm
 
 
 
The employer:
 
Trusted by global corporations for more than 50 years, our client takes time to listen and understand their clients’ business drivers and culture, so they can propose and implement bespoke HR solutions that reflect shared goals.
 
The HR consulting division works across a range of business sectors and in tandem with other practice groups, to develop and deliver work allied to HR strategy, organisational design and development, pay and reward, employee relations, workforce planning, management performance and talent management.
 
 
The role:
 
You will introduce and deliver sustainable HR improvement initiatives offering objectivity, clear and specific outcomes and rigour, creating value built around core processes for prestigious clients in the UK and occasionally internationally.
 
The focus of this consulting role is on organisational design, pay and reward and employee relations. You will propose and develop programmes to transform organisational structures; review reward structures; manage the rapport between leadership teams and their staff to create a better working environment.
 
 
Key responsibilities:
 
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 
You will also play a key role in account relationship management.
 
 
Why apply?
 
 	A doubling of turnover in the last 12mths
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A self-directed career model
 	An ambitious firm with low attrition
 	A hybrid working model largely influenced by client preference
 	High impact engagement with client staff to ensure rapid and effective results
 
 
You:
 
 	Will be an experienced consultant with a broad background in HR with subject matter expertise in organisational design, employee relations and/or pay and reward
 	Keen to develop accounts’ revenue (land and expand) and be able to maintain and build relationships with clients
 	Have the personal credibility to work with C-level executives autonomously or as part of an integrated team
 	Will have an impressive academic record including a good degree from a leading university
 
 
Location and mobility:
 
You will live in the north of England but must be prepared to be based at the Manchester office 2 days/week and work at client sites throughout the country as required. For the remaining time, you will WFH.
 
 
Salary and package:
 
Base salary of £65,000 –  £85,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who are based in the UK and have the current Right to Work in the UK without the need for future sponsorship
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6124-SB.

### Senior Internal Growth and Strategy Consultant
Exceptional openings in mid-sized high growth global technology firm
 
 
 
The employer:
 
Our client is an exceptional and unusual mid-sized IT business with a market leading suite of products, an accompanying knowledge and education offering and a focus on further research.
 
They have many differentiators and a key one is culture: non-hierarchical, collaborative, altruistic and fun are keywords.
 
The business has grown significantly in the last few years and that momentum has continued.
 
They operate globally with their head office in the Northwest of England (Cheshire).
 
 
The role:
 
In this high growth business, you could be parachuted into any area to help advise and solve problems, always with an eye on the business’s vision, growth goals and strategy.
 
This could include:
 
 	Devising data-driven experiments to improve a common process to drive better customer experience and outcomes.
 	Reviewing the competitive landscape for a specific product area
 	Identify opportunities to improve user experience, learning materials, marketing and other support activities.
 	Analysing data to find opportunities to improve efficiency and accuracy.
 	Analysing financial reporting processes to identify opportunities for more efficient automation.
 
 
 
Why apply?
 
 	An exceptional high growth business, already leaders in their field
 	Empowering and collaborative culture
 	Varied and challenging assignments
 	Key focus on personal development and growth
 
 
You:
 
 	Good academic background (please provide details in your application/on your CV). There is particular interest in those with an MBA qualification.
 	Analytical and data focussed combined with broader strategy, marketing and growth experience.
 	Ideally you will have worked with startup or scaleup environments, working across a range of different roles and functions and effectively ’filling the gaps’ as required.
 	Personal characteristics include: versatile, collaborative, energetic, tenacious, hands on, supportive, fun, successful, likeable, humble
 
 
Location and mobility:
 
Our client is based in Cheshire and requires employees to be in the office 5 days per week. Relocation assistance is available.
 
 
 
Salary and package:
 
c£100,000-c£140,000 plus generous benefits plus share options after one year.
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6118-SB.

### Transformation and Strategy Consulting Manager
Key management Consulting Manager roles in expanding strategy, growth, change and transformation consultancy
 
 
 
The employer:
 
 	A well-established and highly regarded boutique growth, organisational change, transformation and strategy consultancy
 	The firm is successful, expanding and well positioned for the next stage of significant growth
 	They work cross functionally to prepare their impressive client base, including brand name major PLCs, for significant high impact change and to embed it within their business.
 	The firm works across sectors and from strategy, business case development and target operating model design to operational readiness and change implementation, with a focus on people.
 	International reach: work in the UK, Europe, USA and Middle East.
 
 
The role:
 
They are upscaling their business with significant growth ambitions.
As a result, they have created several new Manager roles and are seeking management consultants with significant strategy consulting, change and transformation experience to work closely with the existing Partners on this journey.
You will work on the design, co-development and delivery of new strategies, propositions, operating models and client capabilities to accelerate value delivery.
Key responsibilities will include:
 	Delivery of consulting projects – working closely with the leadership team. This will include meeting preparation, desk research, analysis, contribution to project thinking and production of key documents
 	Supporting the building of enduring relationships with key clients, working with the Partners.
 	Assist on new business development – developing marketing materials and organising meetings /events
 	Assist with developing IP and propositions
 
 
 
Why apply?
 
 	A successful and profitable expanding consulting firm with exceptional clients in the UK and internationally
 	Real opportunity to play a key role in shaping the growing business
 	Exciting and innovative market proposition: making a big impact quickly
 	A high integrity firm: supportive, transparent, empowering, wholly focussed on the success of their clients and staff
 	Equity/partnership potential
 
 
 
You:
 
 	An experienced management consultant with recent employment as a very experienced Senior Consultant or at Manager level with an established consulting firm
 	Broad experience across strategy, Target Operating Model, business growth, transformation, organisational change and leadership development
 	Expertise cross industry sectors and across a range of client businesses
 	Proven experience in consulting delivery and an interest in broader practice development.
 	Ideally some experience and clear interest in working with international projects and clients.
 
 
 
Location and mobility:
 
Our client has a flexible working model: applicants can be based anywhere in the UK and Work From Home but must be willing to meet with clients and be mobile in the UK and overseas as required. However this will not involve 5 days a week at client site for extended periods. The firm meets at least once a month in London.
 
Salary and package:
 
£80,000-£95,000 plus profit share. Equity potential (currently under review)
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only consider job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK without sponsorship. We regret the firm are unable to sponsor.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6120-CS.

### Contract Consultant Automotive
Urgent 6 month contract requirement for automotive industry specialist to join expanding consulting firm on a prestige project.
The employer:
 
 	An established and highly regarded international consulting firm offering a unique blend of performance improvement and the effective engagement and development of people
 	A strong order book for 2024 and an excellent pipeline of prospective business
 	Both internally and externally, high levels of employee engagement are the foundation of their consulting business
 
 
The roles:
 
A recent high profile win with an exceptional business in the automotive sector has created an urgent need for several Senior Consultants to:
 
 	Build and manage integrated new product manufacturing plans across cross-functional engineering teams employing a top down approach
 	Mentor and train staff within the central planning and project management function
 
You will work as part of the consulting firm’s exceptional team embedded within their client.
 
There is the possibility of a move to a permanent role on expiry of the contract.
 
 
Why apply?
 
 	These are high profile and challenging roles in a rapidly growing consulting firm
 	Join a first-rate consulting team and empowering “people first” culture
 	Make a mark on in a high impact engagement with client staff to ensure rapid and effective results
 	Immediate start!
 
You:
 
 	Must have proven experience in the automotive industry
 	Will have considerable knowledge of the planning of new vehicle manufacturing, using a top down approach, combined with a strong understanding of the engineering aspects of the task
 	Be capable of coaching the team
 	Must also have proven project/programme management skills:
 	Developing, building and managing integrated project plans
 	Tools proficiency in MS-Project, P6 or similar   
 
 
 
Location and mobility:
 
This assignment requires on site working at the client’s facility in central England.
 
 
Salary and package:
 
Up to £120,000 equivalent annual salary, pro rata, including expenses.
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK  
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6121C-SB.
 

### Management Consultant – Automotive Industry
Urgent requirement for automotive industry specialists to join expanding consulting firm on a prestige project.
 
The employer:
 
 	An established and highly regarded international consulting firm offering a unique blend of performance improvement and the effective engagement and development of people
 	A strong order book for 2024 and an excellent pipeline of prospective business
 	Both internally and externally, high levels of employee engagement are the foundation of their consulting business
 
 
The roles:
 
A recent high profile win with an exceptional business in the automotive sector has created an urgent need for several Senior Consultants to:
 
 	Build and manage integrated new product manufacturing plans across cross-functional engineering teams employing a top down approach
 	Mentor and train staff within the central planning and project management function
 
You will work as part of the consulting firm’s exceptional team embedded within their client.
 
 
Why apply?
 
 	These are high profile and challenging roles in a rapidly growing consulting firm
 	Join a first-rate consulting team and empowering “people first” culture
 	Make a mark on in a high impact engagement with client staff to ensure rapid and effective results
 	Immediate start!
 
You:
 
 	Must have proven experience in the automotive industry
 	Will have considerable knowledge of the planning of new vehicle manufacturing, using a top down approach, combined with a strong understanding of the engineering aspects of the task
 	Be capable of coaching the team
 	Must also have proven project/programme management skills:
 	Developing, building and managing integrated project plans
 	Tools proficiency in MS-Project, P6 or similar   
 
 
 
Location and mobility:
 
This assignment requires on site working at the client’s facility in Central England.
 
 
Salary and package:
 
Up to £80,000 plus benefits plus bonus.
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK  
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6121P-SB.
 
 
 
 
 
 

### Business Analyst
Experienced business analyst, or management consultants with business analysis experience, in very high growth mid sized business.
The employer:
 
 	Fleet management and services
 	Multi-billion $ US family-owned business.
 	Well established in UK
 	Recent contract win has put the business on a very steep growth path
 	People orientated and supportive culture
 
 
The role:
 
These new roles in an Azure DevOps environment are a great opportunity for a business analyst or management consultant to make an impact.
 
 	Classic business analyst sitting between the business and technology
 	Work to define business requirements and agree pragmatic solutions that IT can deliver
 	Work with the development teams in UK and internationally
 	Hit the ground running to define priorities and work to implement solutions across a range of business areas
 	Expect the unexpected!
 
 
 
Why apply?
 
 	Supportive and friendly environment.
 	Newly created role: make it your own.
 	Ultra-high growth: make an impact and get noticed.
 
 
 
You:
 
 	A business analyst or management consultant with business analysis experience
 	Business facing but with technology experience
 	Sector experience unimportant.
 	Able to thrive in a supportive but high pressure environment.
 	Must be happy working in the Birmingham office 5 days per week.
 	Must be available immediately.
 
 
 
Location and mobility:
 
Birmingham office near NEC and applicants must be willing to be in the office  up to 5 days per week.
 
Salary and package:
 
Salary will be in the range £55,000 - £65,000
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6119-CS

### IT Management Consultants: Technology Strategy
High growth award winning IT management consultancy firm: help blue chip clients design and implement IT strategy
 
 
The employer:
 
 	An award-winning IT management consultancy and CIO advisory firm, helping to empower IT leaders to drive innovation and accelerate change.
 	Their outstanding success is a direct result of investment in both high calibre IT management consultants and the provision of exceptional advisory and consultancy services.
 	Capability across IT and Digital strategy, sourcing, technology transformation and optimisation.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	They facilitate and lead strategic IT change programmes, helping organisations to become more agile, collaborative and adaptable.
 	They partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 	Exceptional career prospects as evidenced by fast progression/promotion and very low attrition.
 
 
The role:
 
Continued growth and client demand means our client are seeking to recruit a number of strategic IT management consultants excited by the opportunity to make an impact in a highly respected, fast-paced firm to:
 	help organisations harness technology and innovation to shape their technology visions, execute their digital transformation journeys and reinvent their businesses to create exceptional, sustainable value from their technology investments.
 	design IT strategies and assess and transform IT Operating Models
 	provide insight into the opportunities and challenges facing CIOs focusing on emerging or disruptive trends that have the potential to transform businesses.
 	deliver complex or multiple client assignments with a strategic focus.
 	manage teams on larger assignments.
 	lead and support bids, proposals and client business development workshops.
 	manage one or more delivery accounts, responsible for relationship management and managing overall client satisfaction and profitability within the account, acting as a trusted advisor.
 
Why apply?
 
 	Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues.
 	Established client base and leading-edge innovative projects.
 	Keep up to date with the latest thinking on emerging technologies.
 	Play an active role in a fast-growing organisation.
 	Fast track career growth
 
You:
 
 	Will have worked as an IT Management Consultant in an established management consultancy firm aligned to large, complex programmes of work.
 	Experienced in the assessment of existing IT arrangements (across internal and external providers) to identify gaps and opportunities for improvement and experienced in developing IT strategy options and operating models as part of the strategy assessment across an organisation.
 	Knowledge of a variety of current and future technologies and innovations and how they may impact different organisations/verticals and able to promote digital acceleration in Cloud, Customer Channels and Data, Cost Optimisation and End User Solutions.
 	Experienced in Technology Operating Model development including business case benefits definition and realisation and have knowledge of sourcing drivers such as build versus buy and cloud versus traditional etc.
 
 
Location and mobility:
 
Head Office is in The City of London, but Consultants can work from a home base anywhere in the UK. You must be willing to visit the London office and client sites up to 3 days per week as required.
 
Salary and package:
Salaries in the range £80,000 - c£90,000 + generous performance related bonus + benefits which include a flexible benefits package to include: the extension of private health care to family members, gym membership, additional holiday etc.
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria, are based in the UK, and have the Right to Work without sponsorship.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6115-SB.

### Senior Management Consultant
Fast track career progression for experienced management consultants: Partnership potential in this high growth dynamic firm.
Please note this role is on hold: however our client have asked us to pipeline new applicants in expectation of renewing hiring at some point in Q2 2024.
The employer:
In 13 years our client has grown to over 500 management consultants in the UK and internationally and was awarded the accolade by Consulting Magazine as one of the ‘Fastest Growing Firms of 2022’. Growth continues with undimmed ambition.
Their focus is on delivering beyond expectations for clients who are struggling to keep up with, and respond to, today’s pace of technological change to deliver what their customers now expect.
They deliver traditional strategy, transformation, and organisational change programmes, but innovation and an entrepreneurial mindset underpins it all, making their advice anything but traditional.
It provides solutions and advice from strategy and roadmaps to operations and change with a stellar cross sector client base. They forge strong and enduring client relationships and much of their growth is from repeat business.
The role:
This is a management consulting role working across a range of clients,  across sector and across service lines.
The firm’s consultants are strategic problem solvers. Applicants should have the capability and willingness to embrace work across sectors and across projects over the whole consultancy lifecycle.
By way of example, one project might be brand or innovation strategy, another designing a target operating model while the next might be implementing organisational change or improving business performance.
 
Why apply?
 
Key to their success is a fun, collaborative, meritocratic and entrepreneurial culture where everyone is encouraged to develop themselves and the business and almost all employees have shares in the firm.
It is genuinely meritocratic and their passionate claim is there are no limits on career progression for management consultants. Employees might join as a consultant and in as little as six years become a Partner.
Their quarterly promotion cycle enables them to promote when people are ready for it: not ask them to wait a year like most firms
You will be ready (and excited) to hit the ground running, by the varied sectors and projects and to make a real impact and help shape their thinking from day one.
You:
 	A strong academic background including a good degree
 	Established in your consulting career and currently an experienced Consultant or Senior Consultant in a major management consulting firm or recognised smaller consulting boutique.
 	Breadth of experience ideally across several sectors and a variety of management consulting projects AND keen to remain broad and flexible
 
 
Location and mobility:
Candidates need to be happy to be based in the Central London office and to be mobile in the UK and Internationally as required
 
Salary and package:
£50,000 to c£60,000 plus equity/shares plus merit based bonus.
 
 
  
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6043-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
View more of our job vacancies
 
 

### IT Management Consultant - Enterprise Architecture
Exceptional openings for talented senior IT Management Consultants in award-winning, high growth CIO advisory consulting firm
 
 
The employer:
 
 	An award-winning IT strategy and CIO advisory management consultancy, helping to empower IT leaders to drive innovation and accelerate change.
 	Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services.
 	Capability across IT and Digital strategy, sourcing, technology transformation and optimisation.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	They facilitate and lead strategic IT change programmes, helping organisations to become more agile, collaborative and adaptable.
 	They partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 	Exceptional career prospects as evidenced by fast progression/promotion and very low attrition.
 
 
The role:
 
 	Own and lead the delivery of an organisation’s strategic architectural vision across their application, information, infrastructure and security domains.
 	Analyse future and current IT environments to understand potential deficiencies and gaps in capabilities.
 	In collaboration with client EA and IT teams, build out roadmaps necessary to transition and transform to the future state architecture.
 	Provide technical insight and assurance to complex technology enabled transformation programmes.
 	Facilitate the creation of governance, assurance and standards to guide client EA decision making.
 
 
 
 
 
 
Why apply?
 
 	Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover.
 	Experienced and very high calibre colleagues.
 	Established client base and leading-edge innovative projects.
 	Keep up to date with the latest thinking on emerging technologies.
 	Play an active role in a fast-growing organisation.
 	Fast track career growth.
 
 
You:
 
 	Will have recently worked in a permanent role as an IT Management Consultant in an established management consultancy practice
 	Knowledge and understanding of a variety of current and future technologies and innovations and how they may impact different organisations/industries including infrastructure, enterprise applications and hosting services.
 	Experience in developing business cases, technology roadmaps, business and technical requirements and translating them into technical designs and services.
 	Knowledge and understanding of frameworks and methodologies such as TOGAF, Zachman and ArchiMate
 	Have extensive experience in one or more technical architecture domains.
 	Demonstrate an understanding of industry and technology trends to assist clients in developing strategic vision.
 
 
 
Location and mobility:
 
The office is in The City of London but Consultants can work from a home base anywhere in the UK. You will need to be mobile as required and willing to stay at client locations for up to 3 days/week.
 
 
Salary and package:
 
Salaries in the range £80,000 - c£90,000 + generous performance related bonus + benefits which include a flexible benefits package to include: the extension of private health care to family members, gym membership, additional holiday etc.
 
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, who are based in the UK and have the Right to Work in the UK without sponsorship.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6113-SB.

### Operations Consulting Director Business Development
Superb opportunity with a boutique, high growth consulting firm to sell, grow the business and shape its future. 
 
 
 
The employer:
 
 	Well respected, firmly established, and rapidly growing boutique performance improvement management consulting firm.
 	Their talented management consultants enable behavioural change leading to upskilling, performance improvement, operational excellence and the design and delivery of operational transformational solutions that bring tangible, competitive advantage.
 	A track record of consulting excellence, successfully transforming companies across the globe by developing human talent and capability to achieve sustainable operational goals.
 	Work across a wide range of business sectors and ‘big name’ accounts.
 	A strong focus on personal and professional development.
 
 
The role:
 
 	Sales and business development to secure both new clients and manage and grow the existing client portfolio with a focus on performance improvement and operational excellence consultancy.
 	Responsible for sector diversification, helping to drive the business to its next stage of growth.
 	Lead generation, proposals and milestone reviews are key responsibilities.
 	As a key part of the leadership team contribute to the firm’s leadership and business direction.
 	Reporting to the MD
 
 
 
Why apply?
 
 	A dynamic and empowering environment
 	A highly successful business on a clear growth strategy
 	Real impact and results with exceptional clients
 	Great variety of both work and clients
 	Strong career progression offered to talented individuals with the potential for an equity shareholding.
 
 
You:
 
 	Must have a proven sales, client management and business development record (£1m+) gained within an established management consulting firm.
 	Will have a real passion for selling people and performance transformation, typically coming from an Operational Excellence background.
 	Will be a collaborative leader, able to create great relationships and be comfortable working autonomously or as part of an integrated team.
 	Will have experience across a range of sectors including: Transport/Logistics  IT services, Infrastructure, Buildings/Property Maintenance, Construction, Telecoms, Energy,  Nuclear or Financial Services.
 	Be entrepreneurial and creative in your approach.
 	Wholly mobile with a valid UK driving license.
 
 
 
Location and mobility:
 
The office is in the Thames Valley and the Practice Director can be based anywhere in England. However, you will need to visit the Head Office at least once/month and client locations frequently as required.
 
 
Salary and package:
 
Base salary of circa £130,000 + generous commission OTE £215,000 (uncapped), bonus and benefits package. Equity potential.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the  Right to Work in the UK now and in the future without sponsorship 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6112-SB
 

### IT Management Consultant – IT Sourcing
High growth IT management consulting firm: help clients transform IT contracts, evaluate IT sourcing options and manage vendor selection.
 
 
The employer:
 	An award-winning IT strategy and CIO advisory management consultancy, their IT Management Consultants help to empower IT leaders to drive innovation and accelerate change
 	Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services
 	Their IT Management Consultants have capabilities across IT and Digital strategy, IT sourcing, technology transformation and optimisation. The Sourcing & Procurement Practice is particularly strong with a high profile heightened by the winning of numerous awards.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	Their IT Management Consultants partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
The role:
 	Their sourcing team help organisations drive better value from IT by identifying services and approaches where third parties can be used, assisting with the procurement and configuration of these services and establishing the governance required for effective operations.
 	Assist clients to understand how technology providers, systems integrators and service partners can deliver the capabilities required to effect and assure transformation.
 	Lead and support bids and proposals during RFI/RFP processes and support client negotiations
 	Build lasting and productive client relationships that can be nurtured and maintained over many years.
 	Assist clients with the transition of services to an inbound supplier and provide the expertise to help the client assure post-contract value realisation.
Why apply?
 	Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established client base and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in a fast-growing organisation
 	Exceptional career prospects for IT Management Consultants as evidenced by fast progression/promotion
 
You:
 	Will have recently worked in a permanent role as an IT Management Consultant in an established management consultancy practice OR worked client side as a senior manager responsible for technology sourcing and vendor management
 	Have experience across the following with a clear focus on Technology: Sourcing Strategy, Supplier Selection, Contract Development & Management, Contract Negotiation, Exit and Transition Readiness, Sourcing Effectiveness and Optimisation, Commercial Management, Supplier Consolidation, Benchmarking and Business Case Development
 	Knowledge of a variety of current and future technologies and innovations and how they may impact different organisations/verticals in complex IT environments
 	Experience of building the value case for investment in the digital workplace in the context of IT sourcing
Location and mobility:
Head Office is in The City of London, but Consultants can work from a home base anywhere in the UK. You must be willing to visit the London office and client sites up to 3 days per week as required.
Salary and package:
Salaries in the range £80,000 - c£90,000 + generous performance related bonus + benefits which include a flexible benefits package to include: the extension of private health care to family members, gym membership, additional holiday etc.
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK, and have the Right to Work in the UK without sponsorship
Please apply to Sheila Bradbury in strictest confidence, quoting reference: 6114-SB

### Financial Services Consulting Director
Partnership potential roles for experienced financial services consulting business developers in high growth boutique
 
 
The employer:
 
 	Exciting mid-sized financial services consulting firm with clients in banking, capital markets, wealth management and insurance
 	Deep areas of expertise include Regulation, Operational Risk and Control, Process Improvement, Operational Transformation, Data and Digital and Business Integration
 	High growth consulting business with clear development plan and goals
 
 
The role:
 
To support their growth ambitions this entrepreneurial financial services consulting firm has created several senior posts at Director level. Responsibilities include:
 
 	Manage and grow revenues and relationships with accounts including both active and less developed
 	Open up new accounts and business and covert leads into projects with enduring revenue streams
 	Act as engagement lead on client assignments
 	Wider business, people and proposition development responsibilities.
 
 
The role reports to the small Partner leadership team.
 
They are offering rapid promotion to the Partnership for a hire with sales, revenue generation and business development success.
 
 
Why apply?
 
 	Make an impact in a smaller, entrepreneurial, high growth firm
 	Fast track Partnership potential and equity
 	Friendly, supportive, collegiate culture
 	A learning environment with high calibre colleagues
 
 
You:
 
 	An experienced management consultant with recent employment at Senior Manager or Director level with an established consulting firm
 	Proven experience in winning consulting work: selling new business and developing accounts
 	Experience and subject matter expertise selling consulting services in Financial Services: banking, capital markets, wealth management or insurance
 	Capability in one or more of: risk, regulatory, remediation, digital, data, process/operations, transformation.
 
 
 
Location and mobility:
 
Our client fully supports remote working/WFH but needs all staff to be available to work with London based clients and regularly meet colleagues in London as required.
 
Salary and package:
 
A base salary in the range £130,000-c£160,000 plus a performance/revenue based bonus. Equity upon promotion to Partner.
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
  
Candidates must have the current Right to Work in the UK without sponsorship.
 
Please apply to Chris Sale or Sheila Bradbury, in strictest confidence, quoting reference: 6111-CS.
 
View more of our job vacancies

### Consulting Director Strategy and Transformation
Key management consulting Director (Partner) role in expanding strategy, growth, change and transformation consultancy
 
The employer:
 
 	A well-established and highly regarded international boutique strategy, growth, organisational change and transformation consultancy
 	The firm is successful, expanding and well positioned for the next stage of significant growth
 	They work cross functionally to prepare their impressive client base, including brand name major PLCs, for significant high impact change and to embed it within their business.
 	The firm works across sectors and from strategy, business case development and target operating model design to operational readiness and change implementation, with a focus on people.
 	A Partnership: established as an LLP
 
 
The role:
 
They are upscaling their business with significant growth ambitions.
As a result, they have created a new leadership role as management consulting Director (Partner) and are seeking a management consultant with significant strategy, change and transformation experience to work closely with the existing Partners on this journey.
This hybrid role will work across sales and business development, delivery and leading client consulting engagements, as well as operational management and proposition development. The role includes:
 	Leading a portfolio of assignments and client projects (c60%)
 	Sales/business development: developing and growing existing and dormant accounts as well as new business
 	Develop the consulting capability, thought leadership and people
 	Support the Partners across all aspects of business leadership and revenue growth
 
Why apply?
 
 	A successful and profitable consulting firm with exceptional clients in the UK and internationally
 	Real opportunity to play a key role in shaping the business
 	Exciting and innovative market proposition: making a big impact quickly
 	A high integrity firm: supportive, transparent, empowering, wholly focussed on the success of their clients and staff
 	Equity/partnership (see below)
 
 
You:
 
 	An experienced management consultant with recent employment at Senior Manager or Director level with an established consulting firm
 	Broad experience, with established credibility and capability at CxO level, across business strategy, Target Operating Model, business growth, transformation, organisational change and leadership development
 	Recent client expertise across more than one business sector.
 	Proven experience in sales and growing client accounts as well as delivery and broader practice development.
 	Some experience with international projects and clients.
 
Location and mobility:
 
Our client has a flexible working model: applicants can be based anywhere in the UK and Work from Home but must be willing to fit with clients and be mobile as required. The firm meets at least once a month in London.
 
 
Salary and package:
 
£130,000 – c£150,000 base plus profit share plus commission. There is also Partnership opportunity with a different remuneration structure. Equity dependent on employment model
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6106-CS
 
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### Management Consulting Director Retail
Fantastic new role for experienced Retail Consulting Director in highly regarded consultancy
  
The employer:
 
Our client is an exceptional business:
 
 	Well established and highly regarded mid sized management consulting firm focussed in the retail sector
 	Services around change management, strategic change and business transformation, often technology/digital/ERP enabled
 	Strong client base characterised by repeat business and recommendations
 	Operations/clients in UK, Europe, Middle East and US
 	Set for significant growth: with a mission to double in size in three years
 	Newly created Partnership Potential senior management consulting roles reflecting this ambition
 
 
The role:
 
Newly created and business critical leadership openings:
 
 	Key part of UK leadership team reporting to UK Partner.
 	Hybrid role with firm delivery focus plus some client management, sales & business development and internal operational responsibilities
 	Lead a wide range of assignments and broad scale of programmes from Supply Chain and Operations to Target Operating Model and Culture Change and manage one or more accounts.
 	Line management and coaching of consulting staff as well as leading project teams
 	Potential for European work especially France (if you’re a fluent French speaker)
 
 
 
Why apply?
 
 	High growth and dynamic management consulting business
 	Opportunity to make a real impact
 	Exceptional career potential including Partner track
 	Excellent clients and wide range of projects
 	Hybrid and varied role across delivery, client management, sales and internal
 
 
You:
 
 	Recent experience as a senior management consultant in an established management consulting firm
 	Deep and current breadth of knowledge of the retail sector (bricks and mortar and on-line)
 	Strong and varied delivery and project experience combined with client management and business development including account growth
 	Extensive change management experience supplemented by programme management and business transformation ideally including technology/digital/ERP
 
 
 
 
Location and mobility:
 
You could be based anywhere in the UK, with flexible working but able to visit clients and the London Head office as required. Fluent French speakers could be based in the UK OR France.
 
 
 
Salary and package:
Generous and competitive salary.
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK (or France) and have the current Right to Work in the UK (or France).
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6110-CS.
 

### IT Management Consultant Architecture
Exciting high growth firm develops industry-leading IT architecture solutions to enable business innovation
 
 
 
The employer:
 
 	An award-winning IT strategy and CIO advisory management consultancy, helping to empower IT leaders to drive innovation and accelerate change
 	Their outstanding success is a direct result of investment in their people,  high calibre IT management consultants,  and the provision of exceptional advisory and consultancy services
 	Capability across IT and Digital strategy, enterprise and application architecture, technology transformation and optimisation.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	They partner with clients to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 	Exceptional career prospects for talented IT Management consultants as evidenced by fast progression/promotion and very low attrition
 
 
The role:
 
Continued growth and client demand means they are seeking to recruit a number of IT management consultants excited by the opportunity to make an impact in a small, fast-paced firm to:
 	help organisations to develop  IT enterprise and applications  architectures using  industry standard frameworks eg TOGAF or Zachman
 	optimise legacy or fragmented processes, information and technology into an integrated environment that facilitates easy decision making and change implementation
 	introduce new engineering practices and emerging technologies to improve speed and agility
 	engage with primary stakeholders to manage the overall IT enterprise landscape and lifecycles for transformation, consolidation and/or rationalisation
 	manage teams on larger assignments
 	lead and support bids, proposals and client business development workshops
 	manage one or more delivery accounts, responsible for relationship management and managing overall client satisfaction and profitability within the account, acting as a trusted advisor
 
Why apply?
 
 	Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 
 	Experienced and very high calibre colleagues
 	Established client base and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in a fast-growing organisation
 	Fast track career growth
 
You:
 
 	will have worked as an IT Management Consultant in an established management consultancy firm aligned to large, complex programmes of work
 	will have knowledge and understanding of a variety of frameworks and methodologies such as TOGAF, Zachman and Archimate
 	will have extensive experience of one or more technical architecture domains (Enterprise Architecture, Applications Architecture or Infrastructure Architecture) with a strong appreciation of the strategic, commercial, people and organisational aspects of your work, in both agile and more traditional client environments
 	will be experienced in Technology and Transformation roadmap development including business case benefits definition/realisation and cost benefit analysis
 	will have commercial acumen, evidenced in your ability to present strong business cases for change to both IT and non-IT stakeholders
 
Location and mobility:
 
Head Office is in The City of London, but Consultants can work from a home base anywhere in the UK. You must be willing to visit the London office and client sites as required.
 
Salary and package:
Base salaries in the range £75,000 – £90,000 + generous performance related bonus + benefits
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK. 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6042-SB.
 
View more of our job vacancies
 

### IT Management Consultant - IT Sourcing
High growth IT consulting firm: help clients transform underperforming contracts, evaluate sourcing options and manage vendor selection.
  
The employer:
 	An award-winning IT strategy and CIO advisory management consultancy, their IT Management Consultants help to empower IT leaders to drive innovation and accelerate change
 	Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services
 	Their IT Management Consultants have capabilities across IT and Digital strategy, IT sourcing, technology transformation and optimisation. The Sourcing & Procurement Practice is particularly strong with a high profile heightened by the winning of numerous awards.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	Their IT Management Consultants partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 
The role:
 
 	Their sourcing team help organisations drive better value from IT by identifying services and approaches where third parties can be used, assisting with the procurement and configuration of these services and establishing the governance required for effective operations.
 	Assist clients to understand how technology providers, systems integrators and service partners can deliver the capabilities required to effect and assure transformation.
 	Lead and support bids and proposals during RFI/RFP processes and support client negotiations
 	Build lasting and productive client relationships that can be nurtured and maintained over many years
 	Assist clients with the transition of services to an inbound supplier and provide the expertise to help the client assure post-contract value realisation
 
Why apply?
 
 	Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established client base and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in a fast-growing organisation
 	Exceptional career prospects for IT Management Consultants as evidenced by fast progression/promotion
 
 
You will have:
 
 	Recently worked as an IT Management Consultant in an established management consultancy practice or the consulting part of a major IT services firm.
 	Experience across the following with a clear focus on Technology: Sourcing Strategy, Supplier Selection, Contract Development & Management, Contract Negotiation, Exit and Transition Readiness, Sourcing Effectiveness and Optimisation, Commercial Management, Supplier Consolidation, Benchmarking and Business Case Development
 	 Knowledge of a variety of current and future technologies and innovations and how they may impact different organisations/verticals in complex IT environments
 	Experience of building the value case for investment in the digital workplace in the context of IT sourcing
 
 
Location and mobility:
Head Office is in The City of London, but Consultants can work from a home base anywhere in the UK. You must be willing to visit the London office and client sites as required.
 
Salary and package:
 
Base salaries in the range £75,000 – £90,000 +   generous performance related bonus + benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6039-SB
 
See a selection of other jobs we are currently handling.

### Senior IT Strategy Consultant
Guide clients across multiple sectors to architect and realise exceptional business value from technology
 
 
The employer:
 
 	An award-winning IT strategy and CIO advisory management consultancy, helping to empower IT leaders to drive innovation and accelerate change
 	Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services
 	Capability across IT and Digital strategy, sourcing, technology transformation and optimisation.
 	Work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 	They facilitate and lead strategic IT change programmes, helping organisations to become more agile, collaborative and adaptable.
 	They partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 	Exceptional career prospects as evidenced by fast progression/promotion and very low attrition
 
 
The role:
 
Continued growth and client demand means they are seeking to recruit a number of management consultants excited by the opportunity to make an impact in a small, fast-paced firm to:
 	help organisations harness technology and innovation to shape their technology visions, execute their digital transformation journeys and reinvent their businesses to create exceptional, sustainable value from their technology investments
 	be an advocate for change, corporate transformation and the realities of what new technologies can do
 	provide insight into the opportunities and challenges facing CIOs focusing on emerging or disruptive trends that have the potential to transform businesses
 	deliver complex or multiple client assignments with a strategy focus
 	manage teams on larger assignments
 	lead and support bids, proposals and client business development workshops
 	manage one or more delivery accounts, responsible for relationship management and managing overall client satisfaction and profitability within the account, acting as a trusted advisor
 
Why apply?
Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established client base and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in a fast-growing organisation
 	Fast track career growth
 
You:
 
 	Will have worked as an IT Management Consultant in an established management consultancy firm aligned to large, complex programmes of work
 	Experienced in the assessment of existing IT arrangements (across internal and external providers) to identify gaps and opportunities for improvement and experienced in developing IT strategy options and recommendations as part of the strategy assessment across an organisation
 	Knowledge of a variety of current and future technologies and innovations and how they may impact different organisations/verticals and able to promote digital acceleration in Cloud, Customer Channels and Data, Cost Optimisation and End User Solutions
 	Experienced in Technology and Transformation roadmap development including business case benefits definition and realisation and have knowledge of sourcing drivers such as build versus buy and cloud versus traditional etc.
 
 
Location and mobility:
 
Head Office is in The City of London, but Consultants can work from a home base anywhere in the UK. You must be willing to visit the London office and client sites as required.
 
Salary and package:
Base salaries in the range £75,000 – £90,000 + generous performance related bonus + benefits
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6036-SB.
 
 
 
See a selection of other jobs we are currently handling.

### Managing Consultant
Senior Manager role in dynamic and rapid growth mid-sized consulting firm, part of a major European technology & customer experience group.
 
 
 
The employer:
 
Our client is a highly successful mid-sized UK management consulting firm, operating internationally and part of a major and highly innovative European digital, technology and customer experience group.
The business offers truly transformational management consulting services to its varied and impressive clients. From operational strategy, target operating model design and review, through operations improvement, operational excellence, and organisational change,  often with a focus on complex customer challenges.
While there is a strength in retail Financial Services and Insurance, they work across all sectors also including travel, leisure, consumer goods and utilities.
They pride themselves on a people centric approach offering a supportive, collaborative and empowering culture to their talented management consultants.
 
The role:
 
As a result of promotions there is an immediate need for exceptional experienced management consultants.
Operating at Senior Manager level, you will be leading client relationships and owning and managing client accounts.
You will be hands on, leading and delivering management consulting projects and managing high calibre experienced management consultants.
You will make a real impact with clients, working with their most complex and exciting operational challenges. Client engagements typically focusing on analysis, design and implementation of solutions, collaborating with functional and industry specialists to assist with the strategy and execution of solutions and ensuring client satisfaction by through real partnership and through value added services.
 
Why apply?
 
 	Mid-sized firm and part of a major group: the best of both worlds
 	Exceptional blue chip client base
 	A “people first”, supportive and collaborative culture
 	A growing business with exceptional career development prospects
 	Varied clients and projects
 	A real focus on innovative solutions and making a difference to clients
 
 
 
You:
 
 	Currently/recently working as an experienced Manager/Senior Manager level in a recognised consulting firm.
 	Open on sector experience but some experience in financial services is preferred.
 	Experience in one or more of operations strategy, target operating model, operations consulting, operational excellence,  lean, process change/transformation.
 	Some experience of leading and developing client relationships and associated business development/sales.
 
 
Location and mobility:
 
Candidates could be based anywhere in the UK and expensed accordingly i.e. from home. There is considerable flexibility, respect for work/life balance and scope for WFH but you should be willing to visit the London office and client sites on occasion as required.
 
Salary and package:
 
£95,000- £105,000 plus 15-20% bonus plus benefits
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above.  
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6109-CS.

### Sustainability Consultant
Boutique net zero, energy transition and sustainability consulting firm seeking experienced management consultant
 
 
 
The employer:
 
 	Small, talented and growing management consulting firm passionate about accelerating transition to net zero
 	Aligning strategy and embedding sustainability to improve clients’ market position and drive value
 	Inclusive, open, fun, non-hierarchical culture with work life balance and where you can make an impact
 	Impressive client base including energy, technology and commercial real estate. Also more widely in health and biotech, supply chains and financial and legal services.
 
 
 
 
The role:
 
 	Work with C-Level clients on high-impact projects.
 	Contribute to thought leadership and visibility on ESG, sustainability, energy and Net Zero.
 	Advise clients on sustainability strategy, business cases and execution.
 	Supervise the work and development of junior team members.
 	Managing all aspects of the client relationship from project framing to delivery
 	Participating in business development efforts, from client presentations to proposal developments and pitches
 
 
You:
 
 	Several years’ as a management consultant in a consulting firm
 	Strategic, C-level experience in energy transition, sustainability and net zero
 	A team player with an entrepreneurial spirit and commercial mindset
 
 
 
 
Location and mobility:
 
Flexible and remote working is available but you will be based in the London area and willing to work in the Central London office for part of the week as required.
 
Salary and package:
 
£70,000-c£80,000 plus bonus plus benefits
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6116-CS.

### HR Consulting Director
A key role for an experienced HR consulting professional
 
 
The employer:
Our client is a highly regarded boutique consulting firm with an impressive track record of delivering sustainable improvement to a comprehensive blue chip client base.
 
They are further developing their HR consulting capability, fully integrated with their broader consulting proposition.
 
They take time to understand the culture and business drivers of their clients, enabling them to design core processes that create value through better management performance, a highly motivated work force, speedier communication and shared goals.
 
The HR consulting division works globally across a range of business sectors and in tandem with other practice groups, to develop and deliver work allied to HR strategy, organisational design and development, pay and reward, employee relations, workforce planning, management performance and talent management.
 
 
The role:
 
The emphasis of this HR Consulting Director role is on organisational design, pay and reward and employee relations. Your focus will be on developing and delivering work through the proposition/development of programmes to transform organisational structures; review reward structures to improve the effectiveness of remuneration frameworks; manage the rapport between leadership teams and their staff to create a better working environment.
 
The Director will work across a wide range of sectors including but not limited to construction, nuclear, automotive, aerospace & defence, infrastructure, manufacturing, healthcare and chemicals.
 
Key responsibilities:
 
 	Selling work, business development and account relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 	Contribution to the firm’s business and leadership
 
 
 
Why apply?
 
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A self-directed career model
 	An ambitious firm with low attrition
 	A hybrid working model largely influenced by client preference
 	High impact engagement with client staff to ensure rapid and effective results
 
  
You:
 
 	Will have experience of leading and managing blue chip clients within a management consulting firm (experience as a freelance consultant will also be considered if relationship management and winning new consulting business is a key strength)
 	Experience in a line HR role, as a Business Partner, with subject matter expertise in organisational design, employee relations and/or pay and reward together with experience in HR consulting.
 	Have the ability and drive to develop new business in a competitive, professional services environment and be able to maintain and build relationships with clients
 	The personal credibility to work with C-level executives
 	Have experience of line management and leadership whilst happy to be ‘hands on’
 	Will be a collaborative leader, able to create great relationships and be comfortable working autonomously or as part of an integrated team
 	Will have an impressive academic record including a good degree from a leading university
 
 
 
Location and mobility:
 
The business has offices in the UK & internationally: you will have the flexibility to live anywhere in the UK and WFH but must be prepared to travel on occasion as required.
 
Salary and package:
 
Base salary of £120,000 – c.£150,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 61081-SB.
 
 
View more of our job vacancies
 

### Managing Consultant HR
A key and influential role in a highly regarded boutique consulting firm
 
The employer:
 
Trusted by global corporations for more than 50 years, our client takes time to listen and understand their clients’ business drivers and culture so they are able to propose and implement bespoke HR solutions that reflect shared goals.
 
The HR consulting division works globally across a range of business sectors and in tandem with other practice groups, to develop and deliver work allied to HR strategy, organisational design and development, pay and reward, employee relations, workforce planning, management performance and talent management.
 
 
The role:
 
You will introduce and deliver sustainable HR improvement initiatives offering objectivity, clear and specific outcomes and rigour, creating value built around core processes for prestigious clients in the UK and occasionally internationally.
 
The focus of this consulting role is on organisational design, pay and reward and employee relations. You will propose and develop programmes to transform organisational structures; review reward structures; manage the rapport between leadership teams and their staff to create a better working environment.
 
 
Key responsibilities:
 
 	Account relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 
 
Why apply?
 
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A self-directed career model
 	An ambitious firm with low attrition
 	A hybrid working model largely influenced by client preference
 	High impact engagement with client staff to ensure rapid and effective results
 
 
 
You:
 
 	Will have experience of working for a management consulting firm (experience as a freelance consultant will also be considered if relationship management is a key strength)
 	Experience in HR consulting allied to a broad background in a line HR role as a Business Partner with subject matter expertise in organisational design, employee relations and/or pay and reward
 	Have the ability to develop accounts’ revenue (land and expand) in a competitive, professional services environment and be able to maintain and build relationships with clients
 	The personal credibility to work with C-level executives
 	Will be able to create great relationships and be comfortable working autonomously or as part of an integrated team
 	Will have an impressive academic record including a good degree from a leading university
 
 
 
Location and mobility:
 
The business has offices in the UK & internationally: you will have the flexibility to live anywhere in the UK and WFH but must be prepared to travel on occasion as required.
 
Salary and package:
 
Base salary of £80,000 – c.£110,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 61082-SB.
 
 
View more of our job vacancies

### Management Consultant - Performance Improvement
Key roles in highly regarded consultancy boutique helping to plan and deliver the transformation needed to optimise results
 
 
 
The employer:
 
Trusted by global corporations for more than 50 years, our client excels at planning and implementing the changes needed to improve efficiencies and profitability across a range of private and public sector clients.
 
They work with business leaders to restructure, merge acquisitions, cut costs, increase profitability, introduce lean operations and streamline supply chains, consistently building the trust that has resulted in enduring relationships over many years.
 
 
The role:
 
You will introduce and deliver sustainable performance improvement initiatives aimed at improving efficiencies and increasing Return on Investment for prestigious clients in the UK and occasionally internationally.
 
Key responsibilities:
 
 	Help to develop and deliver change programmes across a wide range of clients and industries
 	Advise and help organisations to restructure, merge acquisitions, cut costs and increase performance/profit
 	Build long term and enduring relationships
 
 
Why apply?
 
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A hybrid working model largely influenced by client preference
 	The company is passionate about achieving operational excellence
 	High impact engagement with client staff to ensure rapid and effective results
 
 
You:
 
 	You will have worked within industry and/or consultancy (at a more senior level, you may have held a senior operational role with responsibility for profit and loss)
 	Have experience in several of the following: operational excellence, process improvement, process design, Lean, Continuous Improvement, organisational design, supply chain, procurement, target operating models  or cost reduction
 	Have a real passion for people and performance transformation
 	Be able to create great relationships and be comfortable working autonomously or as part of an integrated team
 	Must have a good degree from a leading university
 
 
 
 
Location and mobility:
 
The business has offices in the UK & internationally: you will have the flexibility to live anywhere in the UK and WFH but must be prepared to travel on occasion as required.
 
 
Salary and package:
 
Base salary of £50,000 – c.£100,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6105-SB.
 
View more of our job vacancies

### Principal Consultant
Nimble and fast growing mid-sized consulting firm, part of a major global digital, customer journey and technology group
 
 
The employer:
 
Our client is a highly successful mid-sized UK consulting firm, operating internationally and part of a major and highly innovative European digital, technology and customer experience group.
 
The business offers truly transformational consulting services to its clients, from Operational Strategy, Target Operating Model design and review, through operations improvement, operational excellence, and organisational change often with a focus on complex customer challenges.
 
While there is a strength in Retail Financial Services and Insurance they work across all sectors and with impressive leading brand name clients.
 
They pride themselves on a people centric approach offering a supportive, collaborative  and empowering and flexible culture.
 
 
 
The role:
 
As a result of promotions there is an immediate need for exceptional experienced management consulting staff.
 
As Principal Consultant, operating at Manager level,  you will be playing a lead role managing client consulting projects and small teams of high calibre consultants.
 
You will be given the responsibility and autonomy to make a real impact with clients, working with their most complex and exciting operational challenges.
 
Typical projects might include:
 
 	Evaluating customer journeys to design and implement significant improvements, covering process, people and technology.
 	Designing Business operating models that deliver an organisation’s strategic intent
 	Leading ground-breaking change
 	Increasing operations effectiveness
 	Integrating technology into operations
 
 
 
 
Why apply?
 
 	Mid-sized firm and part of a major group: the best of both worlds
 	Exceptional blue chip client base
 	Supportive and collaborative culture
 	A growing business with exceptional career development prospects
 	Varied clients and projects
 	A real focus on innovative solutions and making a difference to clients
 
 
 
You:
 	Currently/recently working at Manager level in a recognised consulting firm. They will consider experienced Senior Consultants operating at Manager level i.e.  leading teams and projects
 	Open on sector experience but an interest in working in financial services consulting is essential
 	Experience in operations consulting, operational excellence or lean, process change/transformation
 
 
Location and mobility:
Candidates could be based anywhere in the UK and expensed accordingly i.e. from home. There is considerable flexibility and scope for WFH but you should be willing to visit the London office or client site on occasion as required.
 
 
 
Salary and package:
c£85,000 plus 15-20% bonus  plus benefits
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6100-CS.
 
View more of our job vacancies
 

### Consulting Director – Performance Improvement
To sell and support strategies for enhancing productivity and profitability
 
 
The employer:
 
Our client is a boutique, highly regarded consulting firm. They are well established and work globally across a range of  sectors to restructure complex businesses, turnaround performance, improve efficiencies and increase profitability.
 
The key to their success and longevity is the strength of their client relationships and the quality and integrity of their people.
 
 
The role:
 
To help grow this Performance Improvement consulting business though the proposition/creation of programmes to transform business models to create growth; manage cost and efficiencies; respond to market pressures and resolve operational challenges.
The Director will work across a wide range of sectors including but not limited to construction, nuclear, automotive, aerospace & defence, infrastructure, manufacturing, healthcare and chemicals.
 
Key responsibilities:
 
 	Business development and account relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 	Contribution to the firm’s business and leadership
 
 
Why apply?
 
 	The firm’s record of building and maintaining fantastic client relationships at all levels
 	A supportive, collaborative and nurturing culture: the opportunity to influence the future direction of the company
 	A self-directed career model
 	An ambitious firm with low attrition
 	A hybrid working model largely influenced by client preference
 	High impact engagement with client staff to ensure rapid and effective results
 
 
You:
 
 	Will have experience of leading and managing blue chip clients within a management consulting firm
 	Experience in operational excellence, process improvement/design, Lean or Continuous Improvement, organisational design, supply chain, procurement, target operating models and/or cost reduction
 	Will be a collaborative leader, able to create great relationships and be comfortable working autonomously or as part of an integrated team
 
 
 
Location and mobility:
 
The business has offices in the UK & internationally: you will have the flexibility to live anywhere in the UK and WFH but must be prepared to travel on occasion as required.
 
Salary and package:
 
Base salary of £120,000 – c.£160,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6104-SB.
 
 
View more of our job vacancies

### People Transformation and Strategy Consulting Director
Key new management consulting people transformation and strategy practice lead role in one of the UK’s fastest growing companies!
 
 
 
 
The employer:
 
Our client is a truly remarkable award-winning technology and digital organisation with a unique culture and values led approach.
Only 8 years old, it has grown to 1500 people across the UK and has undimmed ambitions. At the heart of its success is its organisational model, an empowering and inclusive culture and its exceptional approach to nurturing talent growth and development.
Their consulting team is a wholly integrated and key part of their capability, offering their prestigious clients strategic transformational advisory expertise across 5 key practice areas.
One of these is the People team and a reorganisation, because of their rapid expansion, has resulted in this newly created role of People Transformation Consulting Practice Lead. 
 
The role:
 
As People Transformation Consulting Practice Lead you will be responsible for building, running and managing the People practice, currently 5 strong, and with plans to at least double its size in the next 12 months.
The key elements of the role are client delivery/consulting c60%, practice development and leadership c20% and winning work/related business development c20% (typically account growth and working with sales teams rather than new business sales).
Client projects might typically include:
 	Reviewing and designing the "people" strategy and associated transformation
 	shaping of all change management/people/organisational aspects of a transformation engagement,
 	design of organisational structures, operating models, skills, roles and capabilities,
 	designing and improving ways of working,
 	developing business cases and evaluate options to get the new operating model up and running,
 	transitioning the organisation to the new operating model including planning, communications and change management.
As a vital member of the Consulting leadership team, you will be supporting the scaling and delivery of the wider consulting plan, reporting to the Head of Consulting.
 
 
 
Why apply?
 
 	Huge personal and career growth potential
 	Make your mark on a key newly created role
 	Empowering and employee centric culture as evidenced by recent awards
 	Vital part of the consulting leadership team
 	Work alongside cutting edge technology teams
 
 
 
 
You:
 
 
 	Breadth of recent consulting experience in a consulting organisation at Senior Manager or Director level
 	Strength in delivering people and organisational consulting engagements, ideally in the context of digital transformations and leading edge technology developments,  but digital or technology experience is NOT required
 	Leadership and practice management
 	Some sales and business development experience
 
 
Location and mobility:
 
London base: flexible working with "in person" office time and client time in the South East as required. No expectation of nights away.
 
 
 
Salary and package:
 
£120,000 - £140,000 plus benefits including shares.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and are based in the UK, with UK consulting experience.
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6102-CS.
 
View more of our job vacancies

### Senior Data Strategy Consultant
A revolutionary customer strategy consultancy underpinned by unique technology and data insights
 
The employer:
 
Our client is a revolutionary Customer Strategy and Customer Insights Consultancy underpinned by a unique Customer Behaviour platform that creates exceptional strategic data guiding business, digital and customer transformation.
 
 	2022 seeing unprecedented growth and a push to “scale at pace”
 	Working with huge UK brands including leading names in financial services and retail
 	Unique capability enhancing customer experience and customer growth working across technology, data analytics, business transformation and strategy
 	Leadership and expertise across the end-to-end marketing process, from insight and strategy to execution and optimisation
 	Innovative techniques that use company data to better inform strategy, decision-making, improve marketing investments, and automate processes
 	A well-established and highly successful firm with 40+ employees
 
 
The role:
 
As a result of this growth, they are seeking to fill this new key role of Senior Data Strategy Consultant
 	As Senior Data Strategy Consultant you will work closely with senior stakeholders across clients to deliver strategic insight and plans that identify and realise customer experience insights and strategic growth opportunities
 	You will work with experienced colleagues to support the delivery of key strategic consulting projects to the firm’s clients
 	Accountable for defining the data and analytics required to respond to the consulting brief, mapping out the data visualisation and briefing internal teams on data requirements to achieve this.
 	As well as developing data visualisations, you'll also interrogate the data to ensure accuracy and identify the insights relevant to the brief.
 	Support the delivery of a Customer Growth strategy for each client, ensuring it is centred on achieving the client's objectives and maximising the customer growth opportunity identified by the data
 
 
 
Why apply?
 
 	A newly created and varied role with a real opportunity to shape the scope
 	Not just strategy: really “make stuff happen” with leading brands
 	Exceptional career opportunity:  make a major contribution in a high growth firm seeking leaders of the future
 	Genuinely unique technology led proposition using data to provide exceptional strategic customer insight
 
You:
 
 	Several years’ experience in data consulting, data planning and data analysis with a deep understanding of utilising customer data and insights to create customer growth plans
 	Highly skilled in Excel and associated data analysis
 	Recent experience as a management consultant or data consultant gained in a consulting firm OR in an equivalent strategic in-house role
 	Some recent experience in the retail sector
 	Good degree
Location and mobility:
 Central London office and flexible working is both available and encouraged.
 
Salary and package:
 £65,000 - £80,000 plus benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, have UK work experience and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6090-CS

### Senior Management Consultant Supply Chain and Operations
Enable top clients to modernise and transform through operational and supply chain excellence with this high growth boutique management consultancy firm
  
The employer:
The company was recently formed by individuals with impeccable reputations in management consultancy, supply chain and operations consulting and their success to date has surpassed all expectations.
 
The priority now is to balance the knowledge they have in operations and supply chain with those who can offer consulting expertise and they seek an experienced management consultant to join in the role of Senior Consultant.
 
 
The role:
 Working directly with the client, the Senior Consulting will:
 
 	Design consulting projects to solve supply chain challenges and operational issues
 	Deliver consulting projects (includes leading less experienced consultants, project management, change management, solution delivery) using a range of methods and tools, e.g., Lean, Agile, P3M, advanced analytics.
 	Manage client expectations
 	Design and facilitate workshops
 	Build business engagement plans and support stakeholders at all levels to understand and embrace change
 	Help build strong client relationships and identify additional opportunities for the firm
 	Partner with business development to develop sales collateral and proposals
 
 
Why apply?
 
 	Join an exceptional team combining consulting and sector experts
 	Explosive company growth creating great career opportunities
 	Play a key role in forming and shaping the business
 	A genuinely “people first” culture
 
 You:
 
 	Recent experience as a Management Consultant of delivering supply chain and operations consulting projects gained as a permanent employee within a management consulting firm or in an independent consulting role
 	Experience of managing and influencing senior internal and external stakeholders in a complex and challenging environment
 	Must have a degree or post graduate qualification
 	Excellent interpersonal skills
 	Ideally knowledge of digital and analytics
 
  
Location and mobility:
 
The offices are in Bristol with flexible working/some WFH and you should be based in commuting distance.  While many clients are based in the South of the UK you should be flexible to work at other UK locations as required.  You must have a full & current driving licence and access to a car.
 
 
Salary and package:
 
Base salary £45,000 – c.£55,000 + share option scheme + bens
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
  
Because of the need for security clearance we can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK without sponsorship.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6064-CS.

### Consulting Director RPA and AI
Drive growth in the UK business of this leading boutique European technology provider
 
The employer:
 	High growth niche provider of technology and implementation services
 	Specialising in RPA and AI
 	Operating in UK and Europe
 	Blue chip and varied clients
 
 
 
The role:
 
We are seeking a Consulting Director to drive growth across the UK&I business.
 
You will play a key role in shaping and selling RPA and other Intelligent Automation solutions to clients across sectors but with a focus on Financial Services.
 
You will be a senior member of the European leadership Team
 
Why apply?
 
 	Join a growing business at a key stage in its development
 	Get stuff done: no bureaucracy or hierarchy in this mid-sized business
 	Impressive brand name clients
 	Nimble and fast track solutions for clients
 
 
You:
 
 	Must have experience in RPA including one or more of: UiPath, MS Power Platform or Celonis
 	Experience selling consulting and technology services at Senior Manager or Director level
 	Proven experience building and managing relationships with senior stakeholders (up to C-suite)
 	Experience implementing automation and analytics technologies across different industry sectors including one or more of  Financial Services, Automotive, Travel and Retail.
 	Must have contacts and a network of decision maker buyers
 
 
 
Location and mobility:
 
Role could be based anywhere in the UK with travel as required.
 
 
 
Salary and package:
 
£130,000-£150,000 plus generous revenue-based commission  of 10-20% plus equity potential
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6107-CS.
 
View more of our job vacancies

### Managing Consultant Diversity & Inclusion
Design, development & delivery of D&I solutions to support global clients on their journey to become truly diverse & inclusive organisations
 
 
The employer:
 
 	A firmly established Diversity and Inclusion consultancy, part of a major professional service firm (NOT Big 4 consulting), specialising in the strategic management of D&I policies in global companies
 	A prestigious and loyal client base: clients include FTSE 100 companies, law firms and Tier 1 management consultancies
 	Designs and delivers bespoke solutions across D&I, L&D, Engagement & Communications Strategies
 	Identifies and delivers training initiatives
 	Advises on CX strategies that reflect a diverse and inclusive culture
 	Strategically creates impact and provides the insights needed to challenge conventional thinking
 
 
The role:
 
In this leadership and management role you will:
 
 	Have a client facing role, taking the lead in planning and designing the solutions and service offerings, in collaboration with the consulting and sales teams
 	Lead and manage a small solutions and service design team to deliver refreshed, customised, bespoke and/or new solutions and services to global clients
 	Work with the pricing team to develop pricing structures and commercial propositions for solutions and services
 	Manage and plan the Solutions and Services annual budget
 	Gather market and competitor intelligence to inform the solution/service design pipeline
 	Provide guidance and training to enable the team to sell and deliver both new and revised products/services
 
 
Why apply?
 
 	Great work/life balance and low travel: most of the work is virtual
 	Entrepreneurial, collaborative and agile working environment
 	Performance is recognised and rewarded consistently across the business
 	Chance to thrive and influence a growing business in a world where D&I is recognised as a core value
 
You:
 	Experience of working for a management consulting firm or L&D advisory business, delivering people centric client projects
 	Demonstrable track record of successfully designing and developing new solutions and services in the HR, L&D or D&I space. Experience of undertaking structured research to inform solution development
 	A passion for the leading edge of D&I developments
 	Good knowledge and understanding of the latest developments in Learning and Development approaches, e.g. immersive, experiential, classroom and virtual. This should include an understanding of L&D technologies and solution build technology such as Powtoon
 
 
Location and mobility:
 
London office base with flexibility to work from home. Fortnightly meetings will take place in London
 
 
 
Salary and package:
Base salary £80,000 - £100,000 plus a generous benefits package including bonus, 25 days annual leave (can buy up to 5 days extra/year), private healthcare for individual and immediate family and a hybrid working model.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6097-SB.

### Consulting Director: Head of Advisory
New opening as No 2 in a highly successful and expanding M&A, strategy and growth consulting boutique
 
 
 
The employer:
 
Our client is a unique business with highly qualified team of advisers offering many years of experience working with ambitious growth companies, typically in the SME market.
 
 	They have well established and successful relationships with over 20 Private Equity firms and are in the fortunate position of having a robust and consistent pipeline of work.
 
 	This is typically M&A related but with a growing wider advisory element covering management, strategy and organisational challenges pre and post deal. Recent projects have included:  strategy and organisation development, team effectiveness review, strategy facilitation, management restructure, organisational review and diagnosis.
 
 	They are committed to further significant growth, particularly in the latter area, and have been investing in the tools, back office and people to enable this.
 
 	The next key investment is hiring an experienced and ambitious Management Consultant to work closely with the CEO to grow the Advisory area and to support him and the business on this journey.
 
 
The role:
 
A hands-on and hybrid role:
 
 	c50% chargeable consulting with a focus on strategy, organisational review and restructuring, leadership development as well as broader change and transformation working closely with PE firms and their clients, pre and post deal.
 
 	c50% business development in its broadest sense covering development of consulting propositions and services, growth of these within the existing relationship base and supporting the CEO across all areas of operations, resourcing and project delivery
 
This is not a sales role but will involve managing relationships and taking on the full commercial lifecycle of consulting work from proposal to successful profitable delivery.
 
 
 
Why apply?
 
 	A well established and successful business poised for the next stage of development
 	A small boutique but a leader in its field with a clear growth strategy
 	An exceptional relationship network with PE firms and a strong pipeline of work
 	An impressive Associate base
 	A new, key, influential and broad role at a critical point in the business’s journey
 	Commitment to equity and a share in the business’s future success
 
 
 
You:
 
 	Experienced at Senior Manager or Director level in an established management consultancy firm
 	Experienced in consultancy business development: proposals, client management, practice development etc. but new business sales is not required
 	Broad consulting skill sets around strategy, business growth, organisational development, team development and individual development/coaching across a variety of sectors
 	Enthusiasm for the SME/mid-market, M&A and PE fields but deep experience is not essential
 	Track record of career development and continued ambition for future growth
 	Bright, curious, non-hierarchical,  collaborative, credible, supportive
 
 
Location and mobility:
 
Flexible regarding work pattern and location but must be willing to visit clients and PE firms as required.
 
 
Salary and package:
 
In range £110,000-£140,000 plus  equity potential and bonus
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the  current Right to Work in the UK.
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6095-CS.
 
See more of our current vacancies

### Senior Consultant Public Sector
Management consultants to deliver real transformation and change in Local Government, Social Care and Health
 
The employer:
 
 	one of the country’s largest independent management consulting firms specialising in advice, change and transformation across public services
 	They make a real difference to real lives, delivering quality and measurable outcomes, with people at the heart of their business and their delivery
 	A strong sense of purpose and values underpins the ethos of the business: they get stuck in, tackle the difficult problems and get stuff done.
 
The role:
 
 	Involved in the delivery of varied consulting projects, leading workstreams
 	Working alongside Manager to develop innovative solutions to client problems
 	Work with clients and experienced consultants to develop and champion change and transformation based value propositions
 	Help develop trusted adviser based client relationships
 	Gain experience on the commercial aspects of developing proposals and business development
 
Why apply?
 
 	Help radically improve public services and achieve better outcomes for citizens
 	An energising and inclusive culture, a place where your opinions and contributions matter
 	Making a real difference in a values based organisation
 
 
You:
 
 	Recent delivery experience gained within a management consulting firm
 	Enthusiasm for working within the Public Sector and making a difference
 	Experienced in working in project teams and complex workstreams
 	Emotionally intelligent and excellent people skills: understands how to work in values based organisations and environments
 
 
Location and mobility:
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be client mobile including visiting the London Head Office as required
 
 
Salary and package:
 
£45,000- £58,000 + bonus   + generous benefits including 28 days leave and family friendly/flexible working policies
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
Please apply to Chris Sale in strictest confidence, quoting reference:6096-CS.
 
See more of our current vacancies

### Interim Head of Strategy and Transformation
Reporting to CEO and CFO of this iconic UK business, leading multiple strategic projects and supporting the CEO
 
 The employer:
 
Our client is a famous British organisation, a limited company in public ownership, at the forefront of its field utilising leading-edge technology. It works with the private and public sectors offering a range of innovative products and services.
 
 
The role:
 
The stage is set for further significant growth and they seek an experienced strategy and transformation management consultant to support the CEO and work closely with the CFO, for a 12 month contract.
 
There may be an option to move to a permanent role.
 
Key responsibilities:
 
 	Set up and lead the delivery of key strategic projects, identified by the Board and CEO, to drive momentum of programmes, acting as an accelerator of the strategic imperatives within the company.
 	Provide central coordination and leadership across functional planning teams, ensuring activities are aligned, coordinated, prioritised, and any trade-offs managed effectively.
 	Monitor progress against key programmes and projects within the business, compiling accessible reporting for Excom and Board.
 	Work with the business to identify future value levers and efficiency drivers  including leading a critical review of all in-flight delivery programmes, to ensure  resources are  focussed on the areas of greatest return for the business.
 	Support the CEO to prepare key external presentations and prepare for senior external government and client meetings.
 
 
 
 
 
Why apply?
 
 	A cutting edge, iconic business with social value
 	Interesting and exceptional colleagues
 	A broad and high impact role
 	Influence in the fortunes of the business and beyond
 	Commitment to work/life balance and family friendly
 	Commitment to diversity and inclusion
 
 
 
You:
 
 	Strong & demonstrable experience in strategy development, business planning and programme execution within complex organisations
 	Clear track record of success as a senior management consultant or strategy consultant in a highly regarded management consultancy firm
 	Evidence of strong stakeholder engagement, building relationships, influencing, and negotiating at all levels, in a challenging and dynamic environment
 	First class presentation and communication skills
 	Available at short notice i.e. no notice period
 
 
 
Location and mobility:
 
There is considerable flexibility to work from home, or from the office: main locations are Fareham (near Portsmouth), London and Manchester
 
 
 
Salary and package:
 
Up to £120,000 plus benefits plus bonus.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK without employer sponsorship.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6094-CS.

### Consulting Director Public Sector
Experienced management consultants to deliver real transformation and change in Local Government, Social Care and Health
 
The employer:
 
 	one of the country’s largest independent management consulting firms specialising in advice, change and transformation across public services
 	Their focus is local government, social care, and health at the interface between health and social services, prioritising self-sufficiency and improving coordination between services, to achieve better outcomes.
 	They make a real difference to real lives, delivering quality and measurable outcomes, with people at the heart of their business and their delivery
 	A strong sense of purpose and values underpins the ethos of the business
 
The role:
 
 	Manage the delivery of varied consulting projects
 	Develop innovative solutions to client problems
 	Directly manage project teams
 	Develop and champion change and transformation based value propositions
 	Manage client relationships and play a key role on the commercial aspects from proposals to profitable delivery (no sales targets)
 
 
Why apply?
 
 	radically improve public services and achieve better outcomes for citizens
 	an energising and inclusive culture, a place where your opinions and contributions matter
 	making a real difference in a broader delivery and commercially focussed role, without sales targets
 
 
You:
 
 	Recent delivery experience gained within a management consulting firm
 	Recent experience of working within the Public Sector and specifically within social care, or health where the two intersect
 	Experienced in managing large project teams and complex workstreams
 	Capable of supporting account management and business development activities
 	Emotionally intelligent and excellent people skills: understands how to work in values based organisations and environments
 
 
Location and mobility:
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be client mobile including visiting the London Head Office as required
 
 
Salary and package:
 
Base salary £90,000- £110,000 + bonus to 30% + generous benefits including 28 days leave and family friendly/flexible working policies
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6088-CS.
 
To see our full list of career opportunities, please visit our Job Vacancies including other London based jobs.

### Customer Strategy Consulting Director
A revolutionary customer strategy consultancy underpinned by unique technology and data insights
  
The employer:
 
Our client is a revolutionary Customer Strategy Consultancy with a unique Customer Behaviour software platform.
 
 	2021 saw unprecedented growth and 2022 a push to “scale at pace”
 	Working with leading UK brands including leading names in financial services and retail
 	Unique capability to enhance customer experience and customer growth working across technology, data analytics and customer strategy
 	Leadership and expertise across the end-to-end marketing process, from insight and strategy to execution and optimisation
 	Innovative techniques that use company data to better inform decision-making, improve marketing investments, and automate processes
 	A well-established and highly successful firm with 40+ employees
The role:
As a result of this growth, they are seeking to fill this new key role of Customer Strategy Consulting Director, reporting to the CEO:
 
 	As Customer Strategy Consulting Director, you will play a lead role in growing the business and work closely with senior stakeholders in the firm and across clients to win business with new accounts as well as developing and extending existing relationships
 	You will sell, lead and deliver consulting projects that provide strategic insight and plans that identify and enhance customer experience and clients’ strategic commercial growth opportunities.
 	You'll use your commercial acumen to understand and respond to their priorities, developing a deep understanding of their challenges and opportunities
 	You and the team will support the definition and delivery of the client's customer experience, retention and growth strategy and ensure it aligns to wider business strategy and has realisable benefit
 	You will work with the Client/Account Partners to achieve significant commercial value for clients, maximise the relationship with client stakeholder teams and drive commercial value
 
Why apply?
 
 	A newly created and varied role with a real opportunity to shape the scope of the post and future of the business
 	Not just strategy: a real opportunity to make an impact in the growth of leading brands
 	Exceptional career opportunity in a high growth firm seeking future leaders
 	Genuinely unique client proposition using unique data to provide exceptional strategic customer insight
 
You:
 
 	Deep expertise in several of: customer experience, customer behaviour, customer strategy, customer growth and related data insights
 	Recent experience as a senior and experienced management consultant gained in an established major management consulting firm or boutique
 	Some experience in management consultancy sales and business development and keen to develop this expertise
 	Ideally recent experience in retail OR retail financial services
 	Good degree
  
Location and mobility:
 
Central London office and flexible working is both available and encouraged.
 
Salary and package:
 
£90,000-£110,000 plus bonus plus benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
  
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6089-CS

### Operational Excellence Management Consultant
High growth consulting firm seeks agents of change for their Operational Excellence Practice
 
 
The employer:
 
For an experienced Operational Excellence Management Consultant this is a fantastic opportunity to join a highly regarded global consulting firm that offers a unique blend of strategy, performance improvement and coaching, combining Lean transformation with the effective engagement and development of people.
 
High levels of employee engagement are the foundation of their consulting practice. With a full order book for 2022 and a strong pipeline of prospective business, they need to hire additional Consultants who share their passion for people and performance.
 
 
The roles:
 
Our client is seeking experienced Lean, Continuous Improvement or Operational Excellence Management Consultants to play a key role in the next phase of the business’s growth. You will work across a wide range of sectors including automotive, aerospace & defence, construction, infrastructure, manufacturing, rail, energy and utilities.
 
Key responsibilities:
 
 	Responsible for developing and delivering change programmes and project activities across a wide range of clients
 	Drive business-wide initiatives with speed and agility, helping clients to unlock potential to accelerate growth, build resilience and thrive
 	Create focus and drive engagement by fostering a culture in which people are motivated and empowered to deliver results
 
 
Why apply?
 
 	The company is passionate about achieving operational excellence
 	High impact engagement with client staff to ensure rapid and effective results
 	A supportive, collaborative and nurturing culture
 	Challenging projects in a rapidly growing firm
 	High utilisation
 
 
 
You:
 
 	Your experience from leading and managing within blue chip organisations within industry and/or consultancy has provided you with a depth of expertise across at least 2 of the following: strategy, performance & coaching
 	You will have a real passion for people and performance, typically coming from a Lean, Operational Excellence  or Continuous Improvement background with relevant sector experience
 	Your experience will be reflected across capabilities such as:
 	Strategy development & deployment
 	Culture change
 	Business transformation
 	Operational excellence
 	Lean and/or Continuous Improvement
 	Business & Process Optimisation (including digital & supply chain)
 	Leadership Development
 	Coaching
 	You will be a collaborative leader, able to create great relationships and be comfortable working autonomously or as part of an integrated team
 
 
 
Location and mobility:
 
The company has several offices but you will have the flexibility to live anywhere in the UK and should be willing to work away on client site as required and occasionally to overseas locations
 
 
Salary and package:
 
Base salary of £50,000 - £80,000 + bonus and benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6085-SB

### Senior Change Management Consultant
Exceptional Senior Change Management Consultant role with research led boutique pioneering The Future of Work
 
 
The employer:
 
 	An award-winning research and advisory management consultancy, specialising in building high performance teams
 	Reinventing the way companies work in response to shifting mindsets and behaviours
 	Advising/delivering change programmes focused on culture, OD and leadership development, prioritising productivity and collaboration
 	Now experiencing an exponential demand for their services
 	Uniquely placed to advise on tools and strategies that transform working practices, often using technology as an enabler
 	Firmly established: clients include FTSE 100 companies, Magic Circle law firms and Big4 consulting firms
 
 
The role:
 
You will:
 
 	Assist organisations to create a sustainable future by helping them to understand the importance of collaboration
 	Own the relationships with some of the company’s biggest clients
 	Help build new and existing clients to generate on-going business
 	Deliver keynote presentations on insights and research
 	Act as the programme lead on the delivery of complex, global projects relating to people and change
 	Run focus groups, design workshops and conduct interviews
 	Identify risks, challenges and opportunities throughout the project lifecycle
 	Manage a team of consultants and help with the onboarding of new team members
 
 
 
Why apply?
 
 	Work in an exciting, research driven and cutting-edge environment
 	Great work/life balance and low travel
 	Every employee has a career framework in place with real collaboration in setting goals, which the company is passionate about helping you to achieve
 	Performance is recognised and rewarded consistently across the business
 	Low travel
 	Benefits include: flexible working hours, 25 days annual leave plus an extra day for your birthday and a hybrid working model
 
 
 
You:
 
 	Will have experience of cultural change, OD and/or leadership development gained in a management consulting firm
 	An experienced management consultant with a background in change management, people innovation, organisational behaviour, management studies and HR related fields as well as experience with qualitative data
 	Must be ‘tech savvy’ and accustomed to using platforms as a tool to consult
 	Will evidence strong stakeholder management/communication skills
 	A strong academic background
 
 
Location and mobility:
 
The company offers a hybrid working model with approximately 50% spent in the central London office and the remainder working from home. Practically all client engagement takes place virtually. Candidates must live within daily commuting distance of central London
 
 
Salary and package:
 
Base salary £65,000 - c£85,000 plus a generous benefits package including flexible working hours, 25 days annual leave plus an extra day for your birthday and a hybrid working model
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK without sponsorship.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6070-SB

### Life Sciences Innovation Consulting Director
As Consulting Director, build a Life Sciences product innovation and R&D consulting team in this cutting edge leading global business
 
 
The employer:
 
 	provides independent advisory and leading-edge product development and R&D services focused on science and technology initiatives
 	Working across the medical, industrial, chemicals and energy, food and beverage, and consumer sectors with a broad range of companies from the world’s leading and best-known brands, to start-up disruptors
 	Part of a very highly regarded UK Group, operating internationally
 	Life Sciences sector forms a key part of the Division’s growth strategy
 	Building on a strong platform in Life Sciences with a wide portfolio of key account relationships
 
The role:
 
 	A newly created consulting director role, reporting to the Managing Director of this key Division
 	a hybrid leadership sales and delivery role across account management, new business sales and consulting management and delivery.
 	Collaborate with the firm’s highly qualified consultants, scientists and technologists to help clients solve the key R&D and innovation challenges they face, informing and shaping the R&D strategy and mapping a forward path.
 	Build and grow a portfolio of clients to expand business in the UK, US and mainland Europe focusing on Life sciences and health
 	Formulation of Go-To-Market strategies and advisory services
 	Build and develop a commercial and consulting team
 
 
 
Why apply?
 
 	This is a newly created consulting director role offering the prospect of carving out a niche in this key growth market
 	Opportunity to make a key impact
 	Exceptionally highly regarded and innovative business
 	Working with and learning from the brightest minds
 	A track record of growing and developing their employees: excellent career prospects
 
 
 
You:
 
 	Experience at Senior Manager/director level in a recognised consulting firm
 	Track record of sales, business development and consulting delivery
 	Experience in the Life Sciences sector
 	Evidence of capability across one or more of: innovation consulting, product development consulting, research and development
 
 
Location and mobility:
 
There is work flexibility, but it is expected that employees will be willing to travel to their offices in the South East of the UK and to clients in the UK and Internationally on occasion as required.
 
Salary and package:
 
A base salary in the range £115,000 - £135,000 plus bonus plus benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6072-CS

### Consulting Director: Transformation and Growth
Key management consulting leadership role in successful & exciting growth, change and transformation consultancy
 
The employer:
 	A well-established and highly regarded boutique growth, organisational change and strategic transformation consultancy
 	The firm is successful, expanding and well positioned for its next stage of significant expansion
 	They work cross functionally to prepare high growth digital players, as well as brand name major PLCs, for significant high impact change and to embed it within their business.
 	The firm works across sectors and from strategy, business case development and target operating model design to operational readiness and change implementation, with a focus on people.
  
The role:
They are at the early stages of a plan to upscale their own business with significant growth ambitions.
As a result, they have created a new leadership role as management consulting Director, seeking an experienced management consultant with significant sales and business development experience to work closely with the CEO and support him on this journey.
This hybrid role will work across sales, delivery, client consulting and business development.
 	Work with the Marketing Manager to generate sales opportunities and actively initiate and win new business
 	Develop and grow existing and dormant accounts
 	Lead a portfolio of assignments and client projects
 	Develop the consulting capability, thought leadership and people development
 	Support the MD and work with the COO across all aspects of assignment delivery, business leadership and revenue growth
 
 Why apply?
 
 	A newly created post with the real opportunity to play a key role in shaping the business
 	A successful and profitable consulting firm with exceptional clients
 	Exciting and innovative market proposition: making a big impact quickly
 	A high integrity business: supportive, transparent, empowering, doing the “right thing” with clients and staff
 	Equity potential
 
 
 You:
 
 	An experienced management consultant with recent employment at Senior Manager or Director level with an established consulting firm
 	Broad experience, with established capability at CxO level, across strategy, business growth, transformation, organisational change and leadership development
 	Expertise cross sector and across a range of businesses ideally including high growth digital disruptors as well as more established “brand name” clients
 	Proven experience in sales and growing client accounts as well as delivery and broader practice development.
 
Location and mobility:
 
Our client has a flexible working model: applicants can be based anywhere in the UK and Work from Home but of course must be willing to fit with clients and be mobile as required in future.
 
Salary and package:
 
£110,000- £140,000 plus benefits plus bonus plus potential for equity participation in due course, upon proven contribution to the success of the business.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the Right to Work in the UK without sponsorship.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6073-CS.

### Principal/Director: People Change Management Consultant
Award winning boutique management consultancy helping leaders advance their organisations by co-creating the future with their people.
 
 
 
 
The employer:
 
 	An award-winning research and advisory management consultancy, specialising in building high performance teams
 	Reinventing the way companies work in response to shifting mindsets and behaviours
 	Advising/delivering change programmes focused on culture, OD and leadership development, prioritising productivity and collaboration
 	Now experiencing an exponential demand for their services
 	Uniquely placed to advise on tools and strategies that transform working practices, often using technology as an enabler
 	Firmly established: excellent clients include FTSE 100 companies, Magic Circle law firms and Big 4 consulting firms
 
 
The role:
As a result of continued growth they are seeking an experienced People Change Management Consultant at Principal/Director level.
You will:
 
 	Assist organisations to create a sustainable future by helping them to understand the importance of collaboration
 	Own the relationships with some of the company’s biggest clients
 	Build new and existing clients to generate on-going business
 	Deliver keynote presentations on insights and research
 	Act as the programme lead on the delivery of complex, global projects relating to people and change
 	Run focus groups, design workshops and conduct interviews
 	Identify risks, challenges and opportunities throughout the project lifecycle
 	Manage a team of management consultants and help with the onboarding of new team members
 
 
 
Why apply?
 
 	Work in an exciting, research driven and cutting-edge environment
 	Great work/life balance and low travel
 	Every employee has a career framework in place with real collaboration in setting goals, which the company is passionate about helping you to achieve
 	Performance is recognised and rewarded consistently across the business
 	Low travel
 	Benefits include: flexible working hours, 25 days annual leave plus an extra day for your birthday and a hybrid working model
 
 
 
You:
 
 	Will have experience of cultural change, OD and/or leadership development gained in a management consulting firm
 	An experienced management consultant with a background in change management, people innovation, organisational behaviour, management studies and HR related fields as well as experience with qualitative data
 	Experience in sales, business development and winning work as well as managing clients and consulting engagements.
 	Must be ‘tech savvy’ and accustomed to using platforms as a tool to consult
 	Will evidence strong stakeholder management/communication skills
 	A strong academic background
 
 
Location and mobility:
 
The company offers a hybrid working model with approximately 50% spent in the central London office and the remainder working from home. Practically all client engagement takes place virtually. Candidates must live within daily commuting distance of central London
 
 
Salary and package:
 
Base salary £80,000 - c£100,000 plus a generous benefits package including flexible working hours, 25 days annual leave plus an extra day for your birthday and a hybrid working model
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the current Right to Work in the UK without sponsorship.
 
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6074-SB.

### Transformation and Change Management Consultant
Extraordinary mid-sized management consultancy firm. Top clients! Top Tier Colleagues! No travel!  No catch!
Please note this role is on hold: our client have asked us to pipeline potential candidates in expectation of renewing hiring in Q2 2024.
The employer:
 	Our client is a unique, independent, values driven, transformational change management consulting firm.
 	They are a real Partnership, with 100+ talented management consultants and very well established, with a long pedigree of working at the most senior levels with impressive world class clients across sector.
 	Their growth continues and the business works across the full change/transformation life-cycle from business strategy through planning and solutioning to delivery and benefits realisation.
 	Their management consultants typically work in small teams but with big influence, leveraging experience and capability to have a real impact: the work is wholly client focussed with none of the internal politics and agendas found in larger players.
 	The firm is very non-hierarchical: staff are either Partners or Consultants: no multiple grades and sub grades here and they foster a vibrant and fun culture where staff fulfil their potential
 	Their outstanding track record drives very high levels of repeat business which also means no sales or utilisation targets for consultants. As there is plenty of work to go around the business is free to only take on work where they can truly make a difference.
 
Role:
 	Work across the full transformation lifecycle from strategy development through to delivering large-scale change management consulting  programmes.
 	Working on clients' most complex challenges, helping them to shape and implement the changes that really matter to their business.
 	Injecting fresh perspective to strategy setting & harnessing new technologies to effectively meet future challenges
 	Organisational development for operational efficiency.
 	No sales targets but  involved in shaping and securing new assignments.
 
 You: 
 	Currently/recently a management consultant at Senior Manager grade or upper end of Manager level in a top tier management consulting firm
 	Significant project/programme management experience involving at least £1m+ budgets and complex business work streams across the whole life-cycle from objective definition & scope of work onwards
 	Demonstrable experience dealing with Board or Director level stakeholders
 	Project experience including one or more of: vendor management, strategy, change management, transformation
 	Strong academic background including a good degree from a leading university
Location and mobility:
There is work flexibility, but it is expected that employees will be willing to travel to their offices in Central London. Much of their client base is in London and the South East and no-one is expected to work away from home unless they wish to.
Salary and package:
A base salary in the range £100,000 – £130,000 plus excellent benefits including 30 days annual leave and 8% employer pension contribution
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6743-CS.
 
To see our full list of career opportunities, please visit our Job Vacancies including other London based jobs.
 

### Management Consultant – Strategy and Business Change
A new and high-profile strategy and business change consulting role in a leading-edge science, technology and engineering consultancy
  
The employer:
 
 	A newly created consulting and advisory practice
 	Part of a £multi-billion, global company working across research, Nuclear and Space technologies
 	They apply science and technology to innovative and diverse projects
 	The company makes a huge contribution to ecological, economic and social impacts in the world, striving for a more sustainable future.
 
 
The role:
 
Complementing the technical consulting arm of the business with a new group focused on strategy and organisational development.
 
This role provides advice on strategy and/or business change projects, typically across:
 
 	Corporate strategy and enterprise management
 	Business and culture change programmes
 	Operating design and transition planning
 	Project assurance reviews
 	Business case development
 	Procurement and supply chain advice
 
Partnering with business development will also be a part of your remit.
 
 
Why apply?
 
 	A highly innovative company that passionately works towards creating a safer and more sustainable future
 	Shape this role in a newly formed consulting division under the guidance of a highly experienced ex-Big 4 Director
 	A unique opportunity to make an impact and to influence the growth of a consultancy practice focused on strategy and transformation
 	A firm that invests in your training and development
 	Autonomy and ownership of meaningful, interesting and challenging work which contributes to big societal topics
 	Exceptional career development including the opportunity to build your own team
 
 
 
You:
 
 	Currently/recently working for a management consulting or professional services firm
 	Experience focused on strategy/business/organisational change
 	Have strong analytical skills including the ability to analyse and draw insight from large data sets
 	Experience of working with large infrastructure and capital projects attractive but not essential
 	Will have a current driving license and access to a car
 
 
 
Location and mobility:
 
Home office, based in Southern England/Midlands: our client has a flexible working policy and some travel to client sites and office locations will be required.
 
 
 
 
Salary and package:
 
Base salary: £50,000 - £60,000 + benefits package
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6068-SB.

### IT Management Consultant Director Financial Services
This is an exceptional Director level IT Management consultant role with a respected IT strategy and CIO advisory IT consulting firm driving innovation across Financial Services.
 
The employer:
 
Our client is an award-winning IT strategy and CIO advisory IT management consultancy.
 
Their outstanding success is a result of their high calibre consultants and exceptional advisory and consultancy services in the areas of IT and Digital strategy, sourcing, technology transformation, architecture and optimisation.
 
They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
The role:
 
As a result of continued expansion and demand they are seeking an experienced IT Management Consultant with extensive Financial Services experience.
 
This Director level role reports directly to a main board Founder Director.
 
This new post will manage client relationships, sales and project delivery, playing a key role in expanding this growing sector.
 
Responsibilities of this senior role include:
 	Identify cross selling opportunities within existing accounts, convert into sales and be accountable for project delivery
 	Identify new clients to convert into new business opportunities and sales
 	Deliver client assignments with high commercial impact, technical complexity and/or strategy focus
 	Manage teams on larger assignments and be accountable for team delivery and bid management
 	Be a trusted advisor to the client, managing overall client satisfaction and profitability
 
Why apply?
 	Exceptional team spirit and open inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established strong clients and leading edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Newly created role with an opportunity to make your mark
 	Play an active role in shaping a fast-growing organization
 	Fast track career growth
 
You:
 	Recent depth of experience in a permanent role in a recognised management consultancy practice where you have both sold and led client engagements, working at the most senior levels
 	Deep Financial Services experience in any of: Investment Banking, Commercial Banking, Wealth Management, Retail Banking or Insurance
 	Experience of managing a delivery team
 	Deep knowledge of several of the following: IT/Digital technology led transformation allied to cost reduction; IT infrastructure, information security and/or banking applications; IT or Digital strategy, operating model design and implementation
  
Location and mobility:
 
The office is in The City of London, but Consultants can work from a home base anywhere in the UK. You need to be willing to visit the London office and client site as required.
 
Salary and package:
£100,000 - £120,000 + generous performance related bonus + benefits
 
We can only accept job applications from UK based candidates with UK experience who meet the essential selection criteria and have the right to work in the UK without sponsorship. 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6035-SB

### Change Management Consulting Director
Key low travel leadership role in a growing boutique change management consulting firm. Part of a major global leader: the best of both worlds
  
The employer:
 
A growing boutique international change management consulting firm focusing on people centred change: executive alignment, culture, organisational change, employee engagement. Exceptional client base and repeat business. Backed by the muscle and clients of a major global brand name B2B services group.
 
The role:
 
As Change Management Consulting Director, you will be a key member of the leadership team.
 
 	You will have sales, client leadership and business development responsibilities.
 	Also contributing to the broader development of the exceptional people in this vibrant firm.
 	c50% of your time will be active client delivery developing change management consulting solutions for major international clients managing teams working across multiple projects.
 	Leading client meetings, project management, developing communication strategies and presenting the latest thinking to clients.
 	development and implementation of change initiatives, drive executive alignment and radical organisational change.
 	develop change communications & employee engagement so that clients achieve their business results.
 
 
Why apply?
 
 	Focus on people centred change management consulting: not IT or process consulting
 	Exceptional impact with clients including the world’s leading brands
 	Make a real contribution in a smaller specialist “challenger” consultancy
 	Culture and values: fun, creative, informal, collaborative
 	Great role in a growing firm
 	International engagements but low travel!
 
  
You:
 	An experienced Senior Manager or  Management Consulting Director: have led change management consulting teams and had a broader practice and people development role
 	Recent experience as a management consultant in a leading management consulting firm or highly regarded boutique management consultancy
 	Proven recent sales, client management and business development experience in a management consulting firm
 	Strong academic background
 	Deep experience in people centred change e.g. organisational design, employee communications & experience, culture change etc
 
  
Location and mobility:
 
Our client is based in London but is very flexible regarding its employees: you can be based anywhere in the UK but must be willing to travel to clients and Head Office occasionally as required.
 
Salary and package:
 
£120,000 to £140,000 plus bonus plus generous benefits including 30 days holiday!
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK without sponsorship
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6067-CS.

### Management Consulting Director Healthcare
Key leadership role requires an experienced management consultant to support our client’s ambition to become the partner of choice  for operational & performance improvement consulting across healthcare and associated services.
 
The employer:
 
The Management Consulting Director Healthcare will join a young, independent and dynamic management consultancy with proven top tier experience focusing on operations consulting, performance improvement, supply chain and procurement across the Healthcare and Life Sciences sectors.
 
The company brings high quality consulting resource to deliver tangible, measurable and sustainable benefits in Healthcare that contribute to better patient care through a more efficient, affordable and integrated healthcare system.
 
 
The role:
 
Our client is seeking a proven top-tier Healthcare Management Consultant to join their organisation in a Senior Leadership role, and with the support of the Managing Directors, help lead the growing business. This role fulfils the requirement to ensure each practice area has dedicated leadership to drive the next phase of business growth and to support their outstanding team.
 
Key responsibilities:
 
 	Oversee a portfolio of clients and projects
 	P&L responsibility for Consulting
 	Build and grow the consulting business across Healthcare and Life Sciences
 	Account and relationship management
 	Consultant practice development and partnering
 	Support project delivery across multiple workstreams
 	Team leadership, people management and talent development
 
 
Why apply?
 
 	The company is passionate about achieving operational excellence throughout the patient journey
 	There is a genuine prospect of equity and of a board level appointment
 	An opportunity to guide and shape the future of the company for growth and its continued success and to see the results of the effort you expend
 	A personalised approach to career development
 	A close-knit team in which there is a strong social aspect
 
 
 
You:
 
 	Must have had experience of working in a senior permanent management consulting role in a recognised management consultancy practice
 	Recent focus in healthcare
 	Sales experience and the ability to win consulting work
 	Have held a consulting leadership role
 	Operations consulting experience
 	Have a degree qualification
 
 
Location and mobility:
 
The company’s offices are in London and Manchester but you will have the flexibility to live anywhere in England and must be prepared to travel as required.
 
 
 
 
 
Salary and package:
 
Salary in the range £110,000 to c£130,000 + bonus, profit share scheme and benefits package
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
  
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6059-SB

### Management Consulting Senior Manager
Exceptional opportunity to move out of consulting to a top tier employer, with no travel and a small friendly team
 
  
The employer:
 
Our client is a top tier and highly successful mid-sized strategy consulting firm with a unique and agile business model: working with exceptional independent management consultants, almost always ex-Big 4 or strategy house/MBB. Indeed, the firm was founded by ex McKinsey staff.
 
They work with an impressive client list on projects from strategy to transformation.
 
 
 
The role:
 
Moving your broad management consulting experience in house to the people and operations side of this exceptional firm.
 
Working closely with a small team of the firm's Partners, as an experienced management consultant you will join a very high profile and business critical team of ex-consultants. You will play a key role across every aspect of the people side of the business, building high performing consulting teams and ensuring the best people are engaged to deliver exceptional outcomes for the firm’s clients.
The business model means that this team is seen as the engine room of the firm and vital for their current and future success.
 
The role reports to one of the firm's Partners, a former McKinsey Principal.
 
 
Why apply?
 
 	A very high-profile role in a highly regarded team at the heart of the business
 	Working with the highest calibre people both within the business and outside
 	Exceptional culture and values
 	No travel, predictable hours and also potential for flexibility e.g. 4 day week
 	Great career prospects in a growing firm
 
 
You:
 
 	Currently/recently a management consultant at Manager/Senior Manager level in a highly regarded management consulting or strategy consulting firm
 	Broad management consulting experience including one or more of strategy, operations consulting, performance improvement, transformation or change
 	Great people skills and enthused by working in a friendly, team orientated culture
 	Strong academic background
 	Excited by the prospect of something different
 
 
 
 
Location and mobility:
 
No travel. Central London base. WFH options. Possible 4 day week.
 
 
Salary and package:
 
A competitive base salary in range £75,000- £95,000 plus bonus plus benefits
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK/moving to the UK and have the current Right to Work in the UK.
 
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6065-CS

### Management Consulting Associate Director Healthcare
This key appointment will  play a lead role in the growth of the Finance, Commercial and Procurement consultancy offering across Healthcare and associated services
 
The employer:
The Management Consulting Associate Director will join a young, independent and dynamic management consultancy with proven top tier experience focusing on Operation, Finance, Supply Chain and Procurement across the Healthcare sector.
 
The company brings high quality consulting resource to deliver tangible, measurable and sustainable benefits in Healthcare that contribute to better patient care through a more efficient, affordable and integrated healthcare system.
  
The role:
Our client is seeking a proven top-tier Healthcare Management Consultant to join their organisation in a Senior Leadership role and with the support of the Managing Directors, lead the growing business.
 
The role will help drive the next phase of business growth and to support their outstanding team.
 
Key responsibilities:
 
 	Build and grow a portfolio of clients to expand the Finance and Commercial consulting business across Healthcare. This includes: turnaround, cost optimisation, procurement and supply chain
 	Commercial/governance/sign off activities with the client
 	Support account and relationship management
 	Consultant practice development and partnering
 	Lead project delivery across multiple workstreams
 	Team leadership, people management and talent development
 
Why apply?
 	The company is passionate about achieving operational excellence throughout the patient journey
 	An opportunity to guide and shape the future of the company for growth and its continued success
 	A personalised approach to career development
 	A close-knit team in which there is a strong social aspect
 	The opportunity to learn how to build a business and see the results of the effort you expend
 
You:
 
 	Must have had recent experience of working in a permanent role in a recognised management consultancy practice
 	Business & operations consulting experience, i.e., leading projects involving the financial and commercial aspects of procurement and supply chain
 	Excellent relationship building/business development skills and the desire to win consulting work
 	Have a degree qualification
 	Ideally some Healthcare/Life Sciences experience or a clear passion for the sector
 
Location and mobility:
The company’s offices are in London and Warrington, but you will have the flexibility to live anywhere in England but must be prepared to travel as required
 
Salary and package:
Base salary of £85,000 - £110,000 + car allowance, bonus, profit share scheme and benefits package
 
  
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6060-SB

### Strategy Director Customer Service
Key new role for strategy consultant leading customer service reporting to Founder of established but ultra-high growth Fintech
 
The employer:
 
Our online investment and financial services client was founded 5 years ago, went live 2 years ago and has just completed Series B funding. Their growth has turbocharged in the last year, rising more than four-fold in employee numbers to nearly 200 and leaping from 300,000 to 1m customers since January. They are expanding both in the UK and globally. The firm has attracted exceptional calibre employees including former Google staff and ex-consultants.
 
The role:
 
This new role for an experienced strategy consultant to lead the Customer Service function is absolutely crucial to future success and reports to the Founder Director. Customer experience is front and centre to the business.
 
 	Work closely with the Founder Director to define and develop customer acquisition and customer experience strategy
 	With product and engineering teams enhance and optimise the existing platform and develop new products at the forefront of user needs
 	Develop a deep understanding of customer needs and translate this into profitable services and enhanced customer experience
 	Through several team Managers lead and exponentially grow the customer service function
 	Develop and enhance a happy, learning culture and continually upskilling the team
 
Why apply?
 
 	Put your mark on a newly created role
 	Pivotal to the success of a high growth business
 	Exponential learning and development opportunity
 	Significant equity participation
 	High impact, high innovation, strategic role
 	Great culture, great people
 
You:
 
 	Fast track career in a top tier consulting firm, probably as a strategy consultant
 	Currently at Manager or Director level
 	Experience in strategy, customer service/CX: ideally consumer financial services (but not essential)
 	Excited by the potential of leading-edge technologies
 	Strong academic background
 
 
Location and mobility:
 
Based in Central London with flexible working arrangements
 
 
Salary and package:
 
Flexible but probably in the range £110,000 to c£130,000 plus significant stock options
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6061-CS.

### Business Development Director
Key business development leader role and No 2 to MD of highly regarded mid-sized food industry advisory & consulting firm
 
 
The employer:
 
A very well established and highly regarded mid-sized business providing regulatory, innovation, product development, consulting and scientific advisory services to the food and beverage sectors.
 
 
The role:
 
Leading a business development team of 15 people across sales, marketing, key account management and membership to deliver the business’s revenue plan.
 
 	Working with the MD to develop and define the business strategy
 	Expand and grow revenue
 	Identify new commercial opportunities
 	Enhance and develop the account, customer, and membership base
 	Manage and develop the business development team
 	Client facing with a key role in major accounts and larger pursuits
 
 
Why apply?
 
 	A successful, established and growing business
 	Exceptional client base
 	Strong learning and personal development opportunity/culture
 	Significant career development potential as a future business leader
 
 
You:
 
 	Currently/recently in a business development role leading a sales/account management function
 	Recent experience in a consulting, advisory or B2B environment selling high value services
 	Good academic background
 	Ideally experience of the food/beverage industry or alternatively a comparable regulatory environment
 
 
Location and mobility:
 
Three possible base locations: Reigate (head office), Cambridge or Harrogate. The latter two would require regular travel to Reigate
 
Salary and package:
 
Base salary of up to £120,000 plus bonus plus generous and lucrative share option scheme
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6062-CS.

### Management Consultant Business Process Management (BPM)
This vacancy is no longer open. Please visit our Vacancies Page to see other management consulting jobs we are currently handling.
A key new high visibility Consulting Manger role in the management team of this high growth BPM consultancy
 
The employer:
 
Our client are a high growth management consultancy firm, recognised experts in establishing and applying the disciplines of BPM that enable digital transformation and superior business performance.
Their management consultants drive focused improvements to provide an agile and reliable response to stakeholders in a dynamic, digital environment. Working across Stakeholder Journey Management, Rapid Improvement and Transformation, Rapid Princess Improvement and Robotic Process Automation they deliver sustainable results at pace.
 
 
The role:
 
As an experienced management consultant, the Consulting Manager will:
 
 	align business improvement initiatives to a predetermined strategy
 	have responsibility for customer journey mapping
 	be effective in maximising the value that clients can draw from their technology investment
 	be responsible for project delivery by managing a range of programmes including: BPM suite mobilisations (process mining, process model repository, simulation etc.), ERP implementation support and automation initiatives (workflow automation, RPA, enterprise-scale automation framework definition)
 	manage client relationships, working closely with client organisations to shape future engagements
 	identify, shape and close engagements with prospective clients
 	provide expertise in all components of a value-led business process management discipline and be the ‘go to’ reference on these subjects
 
 
Why apply?
 
 	To join a company that has enormous credibility and expertise in BPM
 	They encourage their people to grow and be the very best at what they do - provides the support and training to help them to achieve their goals
 	Incentives of both bonus and profit share schemes are offered
 	There is the opportunity for overseas travel
 
 
 
You:
 
The Consulting Manager:
 
 	will be an experienced Management Consultant
 	be well versed in a range of BPM tools and improvement approaches
 	have independently managed projects and programmes on process transformation/improvement projects
 	will have experience of Process and Enterprise Architecture modelling using such tools as ARIS, Signavio and/or BlueWorks
 	have a degree qualification
 
 
Location and mobility:
 
The company is based in Greater London. Most of the work is in the London area with the possible need to travel to mainland Europe as required (particularly the Benelux regions and the Nordics)
 
 
Salary and package:
 
Base salary of £55,000 – c.£70,000 + bonus, profit share and benefits.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
 
 
Please apply to Sheila Bradbury in strictest confidence, quoting reference: 6063-SB.

### Managing Consultant – Marketing
The Managing Consultant will grow brand value through Customer Experience Innovation, transforming brands through digital technology and creative strategy
 
The employer:
 
A global, creative agency with an outstanding reputation, our client brings together the full power of brand, creativity and technology to drive transformation across their client base. They help brands to stand out, unlocking value and using their wealth of creative talent as a key differentiator to make a real and lasting impact
 
 
The role:
 
The company is recruiting a Managing Consultant to join their team with a brief to participate in/lead projects across Brand Innovation/Strategy, Marketing/CX Strategy and Business/Digital Transformation.
Key responsibilities will be to:
 
 	Manage day-to-day project engagement, both individual and team based
 	Manage client relationships strategically, commercially and operationally
 	Partner with business development to win new business by leading on/contributing to proposals and pitches
 	Make strategic recommendations led by creative thinking and quantitative research
 	Manage the financial and budgetary aspects of client projects
 	Keep abreast of the innovations in your area(s) of expertise, actively contributing to the knowledge pool
 	Foster a positive, diverse and collaborative working environment
 
Why Apply?
 
 	The company is experiencing a period of accelerated growth and wishes to recruit a Managing Consultant
 	Prospects for advancement are exceptional
 	Globally recognised as a company that is firmly established and a leading brand in its field with a formidable reputation for excellence
 	The opportunity to join a highly talented, creative and impactful team
 
 
You:
 
 	Experience in a strategic role gained with a professional services company or a marketing organisation
 	Effective programme manager who has experience of working in a sales led organisation and has contributed to business development
 	Skills in Business Transformation and/or Brand & Marketing Strategy with any knowledge of Innovation a distinct advantage
 	Able to challenge conventional views and present ideas persuasively to gain buy-in
 	Able to draw critical human and cultural insights from data and observations
 	Able to translate strategy and strategic thinking into creative marketing actions
 	Strong business acumen and critical thinking skills
 
Location and mobility:
 
You should be based in the south east of England and be prepared to occasionally travel in the UK and overseas. It’s anticipated that a flexible working model will be introduced in September.
 
 
Salary and package:
 
Base salary of £65,000 – circa £80,000 + benefits
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6057-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Senior Change Management Consultant
Key low travel role in growing boutique change management consulting firm. Part of major global leader-the best of both worlds!
 
The employer:
 
A growing boutique international change management consulting firm focusing on people centred change: executive alignment, culture, organisational change, employee engagement. Backed by the muscle and clients of a major brand name B2B services group.
 
The role:
 
Managing Consultant: as an experienced change management consultant you will be developing solutions for major international clients managing a teams working across multiple projects. Leading client meetings, project management, supporting new business activities, developing communication strategies and presenting the latest thinking to clients.
 
 	development and implementation of change initiatives
 	drive executive alignment and radical organisational change
 	develop change communications
 	employee engagement so that clients achieve their business results
 	participate in business development and client relationship management
 
 
Why apply?
 
 	Focus on people centred change management: not IT or process consulting
 	Exceptional impact with clients including the world’s leading brands
 	Make a real contribution in a smaller specialist consultancy
 	Culture and values: fun, creative, informal
 	Great career progression in a growing firm
 	International engagements but low travel!
 
 
You:
 
 	An experienced Senior Consultant or Consulting Manager having led consulting projects and small consulting teams
 	Strong academic background
 	Recent experience as a management consultant in a leading management consulting firm or highly regarded boutique management consultancy
 	Deep experience in people centred change e.g. organisational design, employee comms, culture change etc
 
 
Location and mobility:
 
The role is based in Central London and much of the work is office based or WFH but with some UK and international travel
 
 
Salary and package:
 
£70,000 - £90,000 plus good benefits including 30 days’ holiday allowance
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6048-CS.

### Management Consulting Director Customer Analytics Telecoms & Media
Key senior management consultant leadership role in Telecoms and Media analytics with preeminent global IT consulting and solutions firm
The employer:
Our client is a highly successful global leader in technology and management consulting, a pre-eminent brand, a recognised employer of choice and a stable, growing business.
The role:
The Management Consulting Director Analytics opening is a key senior expertise role leading analytics within the Telecoms and Media sectors
• Trusted senior advisor nurturing revenue producing relationships in the Telecoms and Media sector arena in Data and Analytics
• Assisting in business development and winning work
• Hands-on analytics consulting managing and delivering advisory and transformation projects.
• Driving the full consulting and solution delivery lifecycle, from thought leadership, strategy and shaping end state vision, through defining target operating models and business architectures to programme execution
• Working across the client from CxO level down, engaging with senior stakeholders to develop innovative and technology driven transformation.
Why apply?
• a powerhouse at the forefront of innovation and transformation.
• Their consulting practice is core to their offering to their exceptional client base
• Join a leadership team comprising typically ex Big 4 Partners, VPs and equivalent.
• Telecoms and Media sector is well established and thriving with exceptional world class clients.
• a Leader in the 2021 Gartner Magic Quadrant for Data and Analytics Service Providers
You:
• Currently/recently at leadership level in a leading global management consultancy
• Deep experience in the Telecoms/Media sectors
• Deep experience in advanced analytics and insights including leading edge technologies and techniques
• Thought leadership in customer experience, omni channel and related digital capabilities
• Significant experience selling, managing and engaged on consulting projects in the above areas
Location and mobility:
The team is based in London but candidates could live anywhere in the UK and be based from a local office providing they are fully mobile to travel to London and client sites.
 
Salary and package:
£130,000 to £150,000 plus benefits plus bonus.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6053-CS.

### Principal IT Management Consultant
Exceptional opportunity with award winning IT strategy and CIO advisory consultancy for bilingual or native German-speaking IT Management Consultant
 
 
The employer:
Our client is an award-winning IT strategy and CIO advisory management consultancy, helping to empower IT leaders to drive innovation and accelerate change.
 
Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services in the areas of IT and Digital strategy, sourcing, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Their consultants facilitate and lead strategic IT change programmes, helping organisations to become more agile, collaborative and adaptable. They partner with client companies to achieve sustainable value from their IT investments, often focused on the adoption of emerging and disruptive technologies.
 
 
The role:
To deliver complex or multiple client assignments with a high commercial impact, technical complexity or strategy focus
 	To manage teams on larger assignments
 	To lead and support bids, proposals and client business development workshops
 	To support the development and introduction of new services to existing and new clients
 	To manage one or more delivery accounts, being the primary consultant liaising with the client about all day-to-day aspects of the relationship, developing business within the account and managing overall client satisfaction and profitability, acting as a trusted advisor
 
 
Why Apply:
 Exceptional team spirit and open, inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established client base and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in a fast-growing organisation
 	Fast track career growth
 
 
You:
 	Are a native German or bilingual speaker as well as fluent in English
 	Will have worked as an IT Management Consultant in an established management consultancy practice as a permanent employee
 	Experienced in the design of operating models in a DevOps/Agile environment
 	Able to apply rich and in-depth expertise to the development of IT strategy options/recommendations, promoting cost optimisation as an embedded mindset
 	Able to build a coherent and executable case for change and communicate this with confidence to senior stakeholders
 	Knowledge of a variety of current and future technologies and innovations and how they may impact different organisations/verticals
 	Able to promote digital acceleration in Cloud, Customer Channels and Data, Cost Optimisation and End User Solutions
 	Experienced in Technology and Transformation roadmap development including business case benefits definition and realisation
 	Knowledge of sourcing drivers such as build versus buy and cloud versus traditional arguments
 	Knowledge/understanding of EA frameworks and methodologies such as TOGAF, Zachman and ArchiMate
 	Strong interpersonal skills with the ability to influence and communicate effectively with both technical and non-technical stakeholders
 
 
Location and mobility:
The office is in Düsseldorf but Consultants can work from a home base anywhere in Germany. Post lockdown you will need to be mobile as required and willing to stay at client locations for up to 3 days/week
 
Salary and package:
Base salaries in the range €90,000 - €98,000 + generous performance related bonus + benefits
 
 
 
We can only accept job applications from bilingual or native German speakers who meet the essential criteria above and have the current Right to Work in the EU
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6052-SB
 

### Principal IT Management Consultant Sourcing
We are seeking a bilingual or native German-speaking experienced IT Management Consultant to work closely with the C-suite as trusted advisor in this innovative high growth firm.
The employer:
 
Our client is an award-winning independent IT strategy and CIO advisory IT management consultancy.
 
Their outstanding success is a result of their high calibre consultants and exceptional advisory and consultancy services in the areas of IT and Digital strategy, sourcing, technology transformation, architecture and optimisation.
 
They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
The role:
 
As a result of their continued expansion, they are seeking an IT Management Consultant at Principal Consultant level to join their fast-growing IT Sourcing and Commercial practice.
 
Responsibilities will include:
 	Provide consulting solutions across end-to-end IT sourcing lifecycle:
 	Develop evidence-based sourcing strategies that align to organisational goals and imperatives
 	Execute rigorous lean sourcing implementation programmes including drafting and negotiating effective contracts
 	Deliver input and advice to help clients remediate problems and maximise value from established key supplier relationships
 	Work closely with sourcing, procurement and business functions at clients to clearly define and execute sourcing strategies
 	Assess target function effectiveness including processes and baseline data to understand gaps to best practices and develop procurement strategies
 	Manage execution of sourcing strategies including supplier engagement during RFI/ RFP processes and supporting supplier negotiations
 
Why apply?
 
 	Exceptional team spirit and open inclusive culture evidenced by very very low staff turnover
 	Experienced and very high calibre colleagues
 	Established strong clients and leading edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in shaping a fast-growing organisation.
 
You:
 	Are a native German or bilingual speaker, as well as fluent in English
 	Relevant career including a period in a permanent role as a Management Consultant in an established management consultancy practice.
 	Experience across the following with a clear focus on Technology: Sourcing Strategy, Supplier Selection, Contract development & Management, Contract Negotiation Exit and Transition Readiness, Sourcing Effectiveness and Optimisation, Commercial Management, Supplier Consolidation, Benchmarking, Business Case Development
 
Location and mobility:  
The office is in Düsseldorf but Consultants can work from a home base anywhere in Germany. Post lockdown, you will need to be mobile as required and willing to stay at client locations for up to 3 days/week.
Salary and package:  
Base salaries in the range €90,000 – €98,000 + generous performance related bonuses + benefits
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from bilingual or native German speakers who meet the essential selection criteria above and have the current Right to Work in the EU.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6050-SB
 
See a selection of other jobs we are currently handling.

### IT Management Consultant - Enterprise/Application Architecture
Bilingual or native German-speaking senior IT Management Consultants for award-winning, high growth CIO advisory firm
 
We are seeking a senior bilingual or native German-speaking IT Management Consultant with expertise in Enterprise and Applications Architecture.
 
These are exceptional openings for talented IT Management Consultants in an award-winning CIO advisory firm.
 
 
The employer:
 
Our client is a boutique, high growth and thriving CIO advisory and IT strategy firm that makes an impact with a diverse range of major well-known organisations, across sector, in the UK and Europe.
 
They are seeking an IT Management Consultant with expertise in Enterprise and Application Architecture.
 
They have the skills and experience of the larger consulting firms whilst being able to operate in a much more agile and flexible manner. They provide a truly independent client offering. Working closely with key stakeholders, they encourage organisations to take a strategic view of innovative and leading-edge options.
 
Their exceptional capability has been recognised in recent years by the winning of multiple prestigious awards.
 
Their service offerings are across five practices – Strategy, Sourcing, Technology and Architecture, Transformation and Service Integration & Operational Excellence.
 
 
The role:
 
These are newly created openings for IT management consultants with expertise in Enterprise/Applications Architecture within the expanding Technology and Architecture practice.
 
 
Responsibilities of the role:
 
 	Own and lead the delivery of an organisation’s strategic architectural vision across their application, information, infrastructure and security domains
 	Analyse future and current IT and Applications environments to understand potential deficiencies and gaps in capabilities
 	In collaboration with client EA and IT teams, build out roadmaps necessary to transition and transform to the future state architecture
 	Support the client in selecting the right technology to help them support their needs, leveraging EA artefacts
 	Leverage the latest data and customer technology platforms, (e.g., CRM), matching the functional capabilities as required to the value cases that need to be driven
 	Provide technical insight and assurance to complex technology enabled transformation programmes
 	Facilitate the creation of governance, assurance and standards to guide client EA decision making
 
 
Why apply?
 
 	Exceptional team spirit and open inclusive culture evidenced by very low staff turnover
 	Experienced and very high calibre colleagues
 	Established strong clients and leading-edge innovative projects
 	Keep up to date with the latest thinking on emerging technologies
 	Play an active role in shaping a fast-growing organisation
 	Fast track career growth
 
 
You:
 
 	Are a native German or bilingual speaker as well as fluent in English
 	Will have recently worked as an IT Management Consultant in an established management consultancy practice or management consulting part of a major IT services firm
 	Functional and demonstrable knowledge of ERP and/or CRM platforms (such as Salesforce, Dynamics, SAP, Oracle) and experience in developing and assuring ERP/CRM solution architectures and designs
 	Experience in developing business cases, technology roadmaps, business and technical requirements and translating them into technical designs and services
 	Knowledge and understanding of frameworks and methodologies such as TOGAF, Zachman and ArchiMate
 	Have extensive experience in one or more technical architecture domains
 
 
 
Location and mobility:
The office is in Düsseldorf but Consultants can work from a home base anywhere in Germany. Post lockdown, you will need to be mobile as required and willing to stay at client locations for up to 3 days/week.
 
 
Salary and package:
Base salaries in the range €90,000 - €98,000 + generous performance related bonuses + benefits
 
 
We can only accept job applications from bilingual or native German speakers who meet the essential selection criteria above and have the current Right to Work in the EU.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6051-SB

### Director Strategic Transformation & Change
Exceptional "industry side" Consulting Director leader role for top tier experienced management consultant in prestigious Financial Services group
The employer:
A leading and very highly regarded financial services group.
The role:
This key business role as Consulting Director leads the high profile, first rate EMEA consulting team which delivers strategic transformation and change. With a dotted line to the EMEA COO, the role reports to the Global Head of Consulting based in the US who in turn reports direct to the Global COO.
The team provides strategic transformation and change through the delivery of a broad portfolio of projects to the most senior business leaders across the EMEA operations (of which the UK is the key area). These include leading edge and innovative digitally enabled initiatives across all aspects of the business including merger integration.
Responsibilities of the Consulting Director role:
 	Manage relationships and develop credibility with key senior stakeholders at Board level
 	Provide top tier transformation and change consulting services across various key capabilities together with a range of other projects
 	Oversee project delivery and lead the most critical and high visibility strategic initiatives
 	Develop internal consulting capability and propositions
 	Leadership and skills development of the 10 person team
Why apply?
 	Excellent career potential including moving from Consulting Director to non-consulting leadership roles
 	Very high visibility and Exec Co influence
 	Lead an exceptional and highly regarded team while also remaining “hands on”, delivering high impact projects
 	A prestigious and highly regarded high integrity “brand name” global employer with a social conscience
 	Collaborative and inclusive culture
You:
 	Must have recent experience at Senior Manager or Consulting Director level in a leading management consultancy firm. Could now be working “client side” in a relevant role
 	Experience managing multiple large scale strategy, transformation and change consulting projects including an awareness of leading edge technology issues
 	Financial Services experience would be an advantage but my client is very receptive to experience focussed on other sectors
 	Good degree
 	Strong leadership and team building skills
 	Ambition and drive as demonstrated through consistent career progression
Location and mobility:
The role will be split between the company's Thames Valley (near Reading)  and London offices so candidates must be willing to work in the former two days per week. Occasional travel to other locations may be required.  “Work from home” flexibility is available.
Salary and package:
The role will pay a base salary of up to c£140,000 with an on-target bonus of £65,000, which is highly likely to be paid in full and could be exceeded, plus a generous benefits package.
 
 
 
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK without sponsorship.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6049-CS.

### People Strategy Internal Consultant
Exceptional internal people and change role working with CEO of ultra high growth digital technology firm
Our client is an extraordinary high growth digital technology business.
Everything about the firm is unreal: under 8 years old, 1000 employees, it has doubled in size in the last two years and has even more ambitious future plans.
Your newly created role? Work with the CEO and Chief Talent Director to plan the people, culture and organisation aspects of this growth and to make it happen: the role is strategic and involves strategy but even more important is getting stuff done as a problem solver, organisational change manager and consultant across all areas of this amazing business. This is all new so innovation, ideas and change are much more important than policy, processes and HR.
Your own journey? Well, working with the CEO of a business that is growing so fast: where do you want to go?
Salary and package
c£70,000 plus bonus plus benefits plus shares
Location and mobility
Occasional travel around the business but Central London base
 
Please check you meet the following mandatory requirements before applying:
 	Currently/recently in a consulting role, probably at Senior Consultant level
 	Experience in a major consulting firm or possibly fast track internal role in major Blue Chip employer
 	Must have worked on several large scale people and organisational change projects ideally in rapid growth environments
 	Exceptional people and problem solving skills
 	Fast track career progression
 	Strong academic background
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have current Right to Work in the UK.
Please apply to Chris Sale, in strictest confidence, quoting reference: 6044-CS.
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Account Director
Key and rewarding account management and sales roles in mid-sized high growth UK digital and IT solutions business
 
Our client is a well-established mid-sized global digital transformation, global software and solutions company, based in the UK and embarking on a radical new growth journey.
 
Following further investment and several impressive recent senior leadership hires in the UK the next exciting phase of their growth is creating digitally enabled business transformation services. Working with their impressive client base the focus will be increasingly on supporting innovation, transformation and client growth through cutting edge technology.
 
As a result seek several high calibre Account Directors who will focus on generating and developing existing account relationships at C-level and/or new clients.
 
The roles will work across sector with a focus on consumer led industries.
 
You will be part of a high calibre and high performing consulting and sales team and report at Senior Vice President leader level.
 
This is an outstanding opportunity in highly visible roles to join a small exceptional  team and have a major impact on this ambitious, fast paced, non-hierarchical UK business offering great career potential.
 
 Salary and package:
 
c£100,000 plus bonus plus benefits.
 
 Location and mobility:
 
London based: post Covid some mobility will be required but the business encourages flexibility.
 
 
Please check you meet the following mandatory requirements before applying:
 	Extensive experience in client management and/or new business development having held revenue targets.
 	Credibility and experience at C level defining and selling complex consulting led solutions
 	Recent experience in a major, leading brand name IT services, consulting, offshoring or SAAS business
  
 
We can only accept job applications from candidates who meet the essential selection criteria above, are based in the UK and have the  current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6038-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Senior Management Consultant Customer Experience
A key senior management consultant role in customer experience & marketing transformation
The employer:
Our client is a premier IT services, outsourcing and consulting company with an exceptional reputation. They are very successful, expanding and employee centric organisation: no redundancies or furlough here!
The management consultancy capability, acting as trusted advisers at CxO level and key business transformation partners with their clients, is a core part of their proposition.
The world’s leading enterprises are partnering with this innovative firm to plan their strategic digital transformation journeys by outlining bold visions for Customer Experience and marketing transformation. As a result of strong and continued growth, they seek a first-rate experienced and senior Management Consultant, Customer Experience to play a key role in CX and marketing transformation.
The role:
This senior management consultant role offers a large degree of personal autonomy but requires very strong collaborative skills to succeed. You will be working across multiple industries and with embedded account teams that need guidance and leadership in Marketing transformation and Digital Customer Experience.
Responsibilities for this exceptional management consultant job include:
• Plan and deliver Customer Experience and Marketing consulting assignments
• Provide Marketing and Marketing Technology expertise
• Lead ‘Design Thinking’ workshops
• Advise on Marketing Automation
• Develop recommendations and proposals
• Support/participate in business development activities, acting as the CX/Marketing Transformation Subject Matter Expert
• Assist with project and delivery management
Why apply?
• A high growth company on track to increase already significant revenues by 30% in 2021/22
• Is placed in the top three ‘most valuable brands’ in the global IT services sector
• Rated #1 in the world for customer satisfaction
• Globally recognised for the strength of its business reputation and community impact, e.g. takes a proactive stance on climate change and factors allied to sustainability
• The opportunity to join a highly skilled and impactful team
 
You:
• Recent experience employed as a management consultant in a permanent consulting role. MUST have some experience of working for a major brand name management consultancy, i.e., Big 4 or equivalent
• Subject matter expert in digital marketing and customer experience transformation.
• Familiarity with Marketing Technologies such as Adobe AEM, Salesforce Marketing Cloud
• Excellent CxO level communication skills and ability to lead client discussions
• A degree is mandatory
• Wholly mobile as required
 
 
Location and mobility:
London base with full mobility as required (post Covid)
Salary and package:
A base salary in the range £90,000 to £115,000 + bonus + benefits
 
 
 
We can only accept job applications from candidates in the UK who meet the essential selection criteria above and have current Right to Work in the UK without sponsorship.
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032-SB
 
 
View more of our current vacancies

### Strategy and Corporate Development Director
High growth firm, influential new role, working with the main Board and offering accelerated career track.
 
This is a truly exceptional and rare opportunity for a senior strategy consultant to make a real impact.
 
Our client is pre-eminent in its field, operating in the B2B and professional services markets, based in London but with global clout, especially in the US and Washington.
 
With a culture and style that is most emphatically progressive and dynamic but also warm and friendly it is a diverse, inclusive, non-hierarchical, entrepreneurial, fast paced organisation. It employs exceptional people who are encouraged to take a lead and fresh thinking and new ideas are the expectation. Maintaining and strengthening a diverse workforce and inclusive workplace are pillars of our client's culture and recognised as key to their future success.
 
Continued growth has led to this new opening being created, reporting to the COO and working closely with the  CEO and the founder Chairman.
 
The function of the role is to provide strategic insight with a focus on future strategy and business development, identifying and implementing strategic growth initiatives and delivering on key corporate  objectives through a wide variety of special projects and assignments This will involve working  across the global organisation.
 
This exceptionally high-profile role will also work with the operational business leaders across the firm.
 
This role is seen as a springboard for accelerated career development.
 
Salary and package
 
£130,000 - £150,000 base plus discretionary bonus potential plus benefits
 
 
Location and mobility
 
 
London based with occasional international travel.
 
 
Please check you meet the following mandatory requirements before applying:
 
 	Experience as a strategy consultant gained in either a major consultancy firm, a highly regarded boutique strategy firm or an in-house strategy/corporate development role
 	Strong academic profile
 	Sustained fast track career progression to date
 	An innovative,  problem solver and team player with excellent empathy and warm communication skills able to engage with all levels of the business
 
 
We can only accept job applications from candidates based in the UK  who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6033-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant – Leadership Development
*FEBRUARY 2021 LIVE ROLE*
 
Exceptional opening in high growth consulting firm delivering transformational people change programmes
 
Our client is an expanding, exceptional and very highly regarded management consultancy delivering leadership development consulting and strategic employee engagement programmes. They work with major UK and global companies who are facing complex challenges in highly competitive markets. In these uncertain times, organisations need effective leadership in order to survive and thrive together with engaged employees to catalyse and support organisational transformation.  You can help them to achieve this.
 
Their ambitious growth plans and long-term vision have created a need for a Principal Consultant to manage major and high impact client development programmes, helping to deliver great value and tangible results.
 
Your role will involve:
 
 	executive coaching: working with senior leaders especially the C-suite and EXCO
 
 	facilitation: leading and delivering Leadership Development and Capability programmes (face to face and virtually)
 
 	designing creative, customer-focused content for programmes and interventions (face to face and virtual) with associated thought leadership that informs programmatic work and inspires clients
 
 	consulting and partnering with clients on culture change, transformation and organisational design
 
Salary and package:
A base salary in the range £70,000 to £90,000 plus a performance related bonus plus benefits 
 
Location and mobility: 
The office is in central London and while many clients are in London and the South East consultants are expected to be mobile as required. 
 
 
Please check you meet the following mandatory requirements before applying: 
 	As a Consultant and Architect, you will have experience of conceiving and leading projects aligning engaged employees with strategic goals at all levels including C-suite
 	Must have worked as an external agent to businesses either as an employee of a management consulting firm OR as an independent consultant
 	Be a highly experienced and accredited coach
 	Have a coaching accreditation recognised by: ICF, EMCC, AC, AOEC, APECS or CIP
 	Have a background that combines consulting with experience of working in a corporate, possibly in HR/leadership development/organisational development
 	As well as coaching, have experience in at least one of: Facilitation, Programme Design, Consulting (culture and organisational development/change)
 
Commercially astute, your approach should be pragmatic with a strong belief in partnering for success, enabling people and organisations to achieve their goals.
 
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6029-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Innovation Consulting Director
*DECEMBER 2020 LIVE ROLE *
Lead a team responsible for account management and sales in consumer sector: product innovation, R&D consulting
 
Our client is an international consulting services group supporting the product innovation lifecycle. They provide leading manufacturers of consumer goods and pioneering start-ups with a combination of sector understanding and deep science/technology expertise to aid the development of products and devices that enhance the consumer experience.
 
 
Reporting to the Managing Director of R&D Consulting, the Innovation Consulting Director is a business development, account management and new business sales leadership role.   It has been created to focus on this key growth area across the consumer value proposition with a focus on health, personal care and beauty with leading FMCG and life sciences brands amongst their clients.
 
 
You will collaborate with the firm’s highly qualified consultants, scientists and technologists to help clients solve the key R&D and innovation challenges they face, informing and shaping the R&D strategy and mapping a forward path.
 
Responsibilities include:
 
 	Build and grow a portfolio of clients to expand business in the UK, US and mainland Europe focusing on consumer health but also other areas within the consumer markets sector
 	Educate prospective clients in the value of partnering with a consulting firm that has deep market knowledge and a network of the best minds in the industry
 	Formulation of Go-To-Market strategies
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resource to demonstrate the capability to deliver
 	Line manage a commercial team and their accountability to deliver on targeted sales performance
 
Salary and package:
in the range £115,000-£135,000 + bonus + benefits
  
Location and mobility:
The role could be based from London, Cambridge or Guildford. Post Covid candidates must be prepared to travel to the US and mainland Europe on occasion
 
 
Please check you meet the following mandatory requirements before applying: 
 	A successful track record of business development, account growth and new business sales gained within a consulting environment
 	An understanding of innovation and/or R&D strategy and execution in blue chip consumer businesses
 	A scientific and/or engineering background
 	An excellent technical/scientific degree qualification
 	Wholly mobile
 
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6027-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Head of Innovation Consulting
Lead a 35 person strategic advisory consulting team working closely with Product Development to support client Innovation, Research and Development
 
Our client is an international consulting company supporting their clients’ product innovation lifecycle. They work with the R&D divisions of major global corporations as well as with embryonic disruptors on a variety of leading-edge propositions across a range of vertical markets including: medical, consumer, food & beverage, energy and industrial markets. They apply their technical and innovative expertise to enable their clients to both innovate and turn ideas into successful commercial reality.
 
 
 
Reporting to the Divisional Managing Director the Head of Innovation Consulting is a new role, leading a large team, and has been created to enable further growth of this key service offering.
 
 
 
You will be working with some of the best minds in the industry leading teams delivering consulting projects that provide market and industry insight for product, and associated manufacturing process innovation including:
 
 	Building strategy: the assessment of market landscapes for clients looking to develop products for further growth
 	Identifying acquisition targets for clients looking to enter new markets
 	Assessing product and R&D technologies and evaluating commercial options
 	Innovating industry supply chains, technical business models and market dynamics to enable opportunities for disruption
 
Responsibilities include:
 	Team leadership, people management and talent development
 	Work with business development to shape and sell consulting and associated R&D/product innovation
 	Provide thought leadership and advise on and shape propositions
 	Lead the business operations including building revenue and managing utilisation
 
 
Salary and package:
£120,000 – £140,000 + bonus + benefits
 
Location and mobility:
Role could be based from Guildford, London or Cambridge locations. Post Covid, some UK and international mobility will be required including US.
 
Please check you meet the following mandatory requirements before applying:
Please note this role is not seeking candidates with experience focussed in the digital or IT domains, or from a SI employer.
 	Experience of shaping and evaluating future markets/product innovation/R&D within a management consulting firm/practice
 	Experience of practice leadership and managing a significant department/function
 	A good understanding of R&D, product innovation, and design
 	Experience of supporting the sale of consulting assignments
 	A scientific/engineering degree qualification, ideally also post-grad.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6026-SB.
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director
Key new sales and business development role in exciting SME high growth change and transformation consultancy.
 
Our client is a smaller but well established and highly regarded change and strategic transformation consultancy. Their core capability is working cross functionally i.e. HR, IT and operations, to prepare major organisations for significant change and embed it within their business. They work across sectors and from strategy, business case development and target operating model design to operational readiness and change implementation.
 
They are at the early stages of a plan to transform their own business with significant growth ambitions. As a result, they have created a new leadership role for an experienced management consultant with significant sales and business development experience to work closely with the Managing Director, reporting to him and supporting him on this journey.
 
 
Key features of the role:
 
 	Win new business and respond to sales leads, working with a Business Development Executive and a Marketing colleague
 	Develop and grow existing and dormant accounts
 	Lead a portfolio of assignments and client projects
 	Capability and people development
 	Support the MD in all aspects of business growth
 
 
Salary and package: 
In addition to a good base salary in the region £110,000- £130,000 there will be a generous bonus scheme and equity participation in due course.
 
Location and mobility: 
Our client is based in West London. Candidate base location can be flexible but likely to be in Southern England and flexible to meet with the team and clients as required.
 
 
Please check you meet the following mandatory requirements before applying: 
 	An experienced management consultant with recent permanent employment at Senior Manager or Director level in an established management consulting firm
 	Significant experience in selling and winning consulting work, with associated client management and development
 	Have led and managed major change and transformation consulting assignments
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6024-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Insurance Sales Director
Key UK life and pensions sales director lead role in highly regarded leading IT Services and outsourcing player
 
A fantastic opportunity for an experienced Sales Director to play a key role in my prestigious IT services and outsourcing client, leading sales in the Life Insurance, Pensions and Wealth businesses, reporting to the UK Insurance Lead.
 
The role:
 	responsibility for selling the full range of IT and BPO solutions and services
 	work closely with senior stakeholders to develop compelling market Points of View and propositions
 	Lead new business sales pursuits taking to market an impressive portfolio of services, capability and track record with subsequent 12-24 month period of client management.
 	exceptional personal and career growth as my client is seeking to appoint candidates with clear future sector leadership potential.
 
Our client:
 	a highly successful and leading global consulting, IT services and outsourcing player
 	distinguished from competitors by its track record of impressive growth, its culture and approach to the market.
 	Impressive client footprint and very highly regarded in the sector
 
Salary and package:
In addition to an attractive base salary there will be a generous OTE which is often significantly bettered
 
Location and mobility: 
The role could be based from anywhere in the UK.
 
 
Please check you meet the following mandatory requirements before applying:
 	Recent/current experience in a major IT services, consultancy or outsourcing firm.
 	Considerable (and current) experience and contacts in the UK life, pensions and wealth sectors (not general insurance or London Market)
 	Impressive recent track record of new business sales wins.
 	Experience of selling significant and complex technology, digital or BPO based services and solutions
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have a current Right to Work in the UK.
Please apply to Chris Sale, in strictest confidence, quoting reference: 6025-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Finance and Operations Director
Exceptional new finance and operations director role in high growth professional services firm
 
Our client is a well-established advisory and IT management consulting firm, with c 60+ staff (a mix of permanent and full time freelance/associate). Their consultants and client base are across the UK, with a current focus on the South East and they have a well-established small support centre on the southern outskirts of York.
 
The business has ambitious plans and are approaching the next phase of practice growth which also includes a significant increase in the permanent headcount. As part of this development they wish to appoint a new and key member of the team as Finance and Operations Director/Chief Operating Officer  to lead on all aspects of the accounting, finance and operations of the business (finance and operations has been part of the responsibilities of one of the founder Directors hitherto).
 
This is a fantastic opportunity to take a "blank sheet of paper" and make your mark on the company in this new role.
 
 
Reporting to the Managing Director this hands-on role will therefore take responsibility for:
 	All accounting, finance and related bookkeeping/invoicing etc. aided by a staff member and external support
 	Management information and decision support
 	HR and related admin and compliance duties
 	Payroll
 	IT, data and systems
 	Resource management and all administration relating to the freelance workforce
 	All Operations and day to day support of the MD and Business/Client leaders including helping ensuring cost control and profitable projects
 	Ad hoc projects and innovation to enable and aid the growth of the business
 	Attendance at board meetings, virtual and otherwise.
 
 Salary and package
 A base salary in the range £70,000 to c£85,000 plus an objectives/performance based bonus.
 
 Location and mobility
 The role is based on the  southern outskirts of York with occasional travel as required.
  
Please check you meet the following mandatory expertise and requirements before applying:
 
 	All aspects of finance and accounting for a smaller company or operating division
 	Production of relevant and insightful management information and board reports
 	Familiarity with HR and other aspects of company compliance
 	Experience across broader company operations/back office support
 	Ideally recent experience in a B2B or related business/professional services/IT company
 	An accounting or relevant academic finance/business qualification (e.g. degree/Masters etc)
 	Commuting distance of York
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6028-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director M&A transformation
Experienced Top Tier firm Management Consultants sought to provide strategic advisory and transformation support in high growth practice
 
Our client is a fast growing and premier consulting, IT services and business solutions company with an exceptional reputation and premier client base. Its growth in brand leadership is a testament to its commitment to the clients, people and communities it serves. It is a multi-hued business committed to customer service and employee development.
 
Their consulting business is a wholly integrated and key part of their global operations with a leadership team and consultants that are typically ex Big 4 and other top tier consulting firms.
 
Our client’s high growth M&A practice offers end-to-end M&A advisory and transformation services covering pre and post deal strategy, operating model, integration, separation and joint ventures that maximise value and minimise time and risk, often with a technology focus. Bringing together industry knowledge, agile delivery and a global infrastructure, their Merger and Acquisition Services team spans assessment, planning and execution of integration/separation, transition services and post-execution operations and business process services.
 
This newly created role for a senior M&A Management Consultant is part of significant investment in the growth of this in-demand practice and the recent appointment of a Big 4 consultant to lead the UK.
 
This will appeal to candidates keen to break with the hierarchies and frustrations of a large established practice, hungry for opportunity and excited to make their entrepreneurial mark in a firm where innovation is encouraged and invested in.
 
 
 
Responsibilities include: 
 	Partnering with industry specialists in the Go-To-Market Practice to help build the sales pipeline and respond to RFPs
 	Thought leadership
 	Help to define the strategic, operational, financial and cultural goals of the M&A programme
 	Manage large M&A transformation delivery programmes
 	Leading a team and manage the delivery of quality outputs and services to tight deadlines
 
Salary and package: 
£105,000 - £125,000 plus bonus and benefits package
 
 
 
Location and mobility:
The successful candidates will be based from our client’s London office but need to be wholly mobile throughout the UK and occasionally globally
 
Please check you meet the following mandatory requirements before applying: 
 	Must have been employed by a Big 4 management consulting firm or close equivalent in a senior permanent consulting role
 	Experience of M&A engagements and an understanding of the deal lifecycle
 	Excellent knowledge of M&A integration or divestment transformation
 	Considerable exposure to sales, business development and relationship management
 	A high-level understanding of technology including one or more of system architectures, enterprise applications, digital technologies and fundamental business processes
 	The ability to plan and manage large change programmes with multiple service towers and across global sites
 	Experience of mentoring and leading teams
 	Degree or further equivalent professional qualification
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6021-SB
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Digital Marketing Consultant Solutions Architect
Solutions Architect and Consultant from consulting or digital agency with passion for building marketing automation and enterprise solutions to deliver value
 
Our client is a fast growing and premier IT services, consulting and business solutions company with an exceptional reputation. Its growth in brand leadership is a testament to its commitment to the clients, people and communities it serves. It is a multi-hued business committed to customer service and employee development.
 
Marketing innovation, brand experience, personalisation, martech strategies and delivering ROI lead the priority list for CMOs today.
 
The Digital Marketing Consultant and Solutions Architect will work in this constantly evolving technology landscape partnering with clients’ Marketing and Digital Strategists to lead the design, delivery and execution of client engagements focussed on marketing automation.
 
Responsibilities for this exceptional management consultant post include:
 	Define digital marketing solution architectures for clients
 	Lead customer conversations on optimising marketing operations through technology
 	Define data architectures to support marketing automation
 	Vendor selection
 	Support proposal development and work with sales teams
 	Work across multiple industries to help clients optimise their marketing and other business processes
 	Work as a member of a high performing consulting team
 
Salary and Package: 
£80,000 - £110,000 plus bonus plus benefits package
 
Location and Mobility: 
The successful candidate will be based from our client’s London office but needs to be wholly mobile throughout the UK and on occasion, mainland Europe
 
Please check you meet the following mandatory requirements before applying:
 	A number of years recent experience in a management consulting firm or digital agency in a permanent role
 	A solid background in demand generation or marketing operations with expertise in technologies such as Marketo, Adobe AEM and Salesforce Marketing Cloud
 	Process engineering skills
 	Experience in leading customer discussions and technical solutioning
 	Understanding of marketing processes such as campaign management and advertising
 	Knowledge of data management as it applies to marketing and CRM
 	A degree
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6020-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Customer Experience CRM Management Consultant
Exceptional senior management consultant role responsible for shaping and delivering leading edge CX and CRM transformation solutions across sectors
 
Our client has grown in stature over a period of 50 years to be one of the most prominent and valuable companies in the world. Its growth in brand leadership is a testament to its commitment to the clients, people and communities it serves. It is a multi-hued business committed to customer service and employee development.
 
This key Customer Experience CRM Management Consultant senior role will define and provide consulting services to major organisations covering Marketing and Customer Services Transformation including Sales and Service.
 
You will:
 
 	Partner with sales in the bid process for the winning of strategic accounts, defining services
 	Act in a key engagement role, providing thought leadership to influence the adoption and outcomes of large and complex CX CRM transformation programmes.
 	Advise on and shape value propositions
 	Assist with the delivery of engagements enable large corporations to transform the sales, marketing and customer service dimensions of their business and operating models. This could also include Sales & Service capabilities across sales operations, contact centres and field services
 	Build the CX team in assigned geographic regions to support planned revenue goals and market targets
 	Define the offering portfolio and contribute to thought leadership
 
This is a vibrant, high profile and expanding practice and opportunities for career and personal development are exceptional.
 
Salary and Package: 
£80,000 - £110,000 plus bonus plus benefits package
 
Location and Mobility: 
The successful candidate will be based from our client’s London office but needs to be wholly mobile throughout the UK and on occasion mainland Europe
 
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience at Manager/Senior Manager level or more senior as a Management Consultant in a UK management consultancy or the consulting practice of major IT services employer, working across the full consulting lifecycle
 	Broad experience leading CX/CRM transformation including several of: Customer Experience/Customer Service strategy and design, Customer Analytics, CRM platforms, sales/service/contact centre transformation, eCommerce, Marketing Automation
 	Broad sector experience
 	The ability and willingness to travel extensively
 	Must have a degree
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6019-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Management Consultant
Fast pace role for talented Management Consultant in established boutique CIO advisory consultancy firm
 
Our client is a well established boutique IT management consulting firm that combines IT strategy, consultancy and delivery services to help manage change and meet business challenges. Their capabilities are around IT transformation: from defining the strategy and roadmap, through proposing and procuring solutions, to providing a project office and overseeing service migrations.
From an early focus on Financial Services, which remains successful,  they are now diversifying and have a thriving Public Sector capability.
They are entering the next phase of their ambitious growth plans.
 
Core offerings including IT and Digital Strategy, IT Target Operating Model, Service Management, Sourcing, IT Risk Control and Security, IT Financial Business Management, IT Delivery.
 
They are now seeking Consultants with an impressive career to date and an entrepreneurial mindset who are impatient for responsibility. You will join a truly supportive and meritocratic environment in which your fast pace progression will be genuinely dependent on your achievements.
 
IT management consulting experience is not required but you will of course need an interest in developing your career in the strategic IT space.
 
We are looking for the very best: those who can help to shape and influence the business of clients and of the firm.      
 
Salary and package:
Base salaries in the range £55,000 – c.£70,000 + bonus + benefits 
 
Location and mobility:
Work is mostly in the southeast of England and within the M25, although there may be times when you need to travel further afield to be at client sites.
  
The current priorities are for candidates:
 
 	who have recently worked for a Big 4 (or equivalent major consulting firm) in a permanent role
 	with some experience of any one of: project/portfolio management/PMO; IT & Digital Strategy; IT Operating Model; Service Management; Procurement or Strategic Sourcing; Risk, Control & Security; Business/financial management of IT spend;  building complex financial models using Excel
 
There is no specific technical knowledge required, only a broad awareness and interest in joining a strategic technology consultancy firm. You should have some knowledge/interest in such areas as Cloud, Robotics, Cyber Security and/or AI and understand the disruptive drivers associated with technology.
 
The company encourages their Consultants to attend training courses provided by accredited external bodies to give such qualifications as CIPS, CIMA and Prince2 or equivalent.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6011-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Principal Consultant – Public Sector
Shape the social care strategy of the future by advising and delivering transformation to ensure better outcomes
 
Our client is one of the country’s largest independent management consulting firms specialising in advice, change and transformation across public services.  Their focus is social care, especially safeguarding issues aligned to children and vulnerable adults. They work at the interface between health and social services, prioritising self-sufficiency and improving coordination between services, to achieve better outcomes.
 
This growing and successful business seeks a Principal Consultant, an experienced manager from a recognised consulting firm. You will have the experience to provide the skills, techniques and mindset that are needed to solve complex problems and create effective relationships across boundaries.
 
Your role will to be to manage one or more client projects and key relationships while supporting and developing an exceptional team of consultants.
 
This outstanding role will enable you to join an exceptional, high integrity and values-based culture and apply your deep passion for improving public services and citizen outcomes. A fantastic opportunity to really make a difference where it matters in this inspirational and collaborative firm
 
Salary and package:
 
Base salary to £90,000 + bonus to 25% + benefits including 28 days leave and family friendly/flexible working policies  
 
Location and mobility:
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be wholly mobile including visiting the London Head Office as required. 
 
Please check you meet the following mandatory requirements before applying: 
 
 	Previous project experience gained within a management consulting firm
 	Experience of working within the Public Sector and specifically within social care, or health where the two intersect
 	Experienced in managing large project teams and complex workstreams
 	Capable of supporting account management and business development activities
 	Emotionally intelligent: understands how to work in values based organisations and environments
 	Experienced in change management, preferably cultural change/behavioural science to drive performance improvement
 	Excellent communication/relationship building skills: willing to engage, listen and propose solutions which are bespoke
 	Fully mobile for up to 4 days/week
 	Have a passion to help improve Public Services in the UK
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6017-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal IT Management Consultant – Infrastructure or Enterprise Applications
Exceptional opening for talented IT Management Consultant in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, technology operating model, sourcing, IT architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and significant promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence – making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking an IT Management Consultant at Principal Consultant level to join their fast-growing Strategy and Architecture practice. A specific focus will be Infrastructure and/or Enterprise Applications.
 
Responsibilities will include:
 	The review of the client’s current technology, services, processes, standards and roadmaps to provide a baseline.
 	Infrastructure: advise on Data Centre migration strategies, end user computing, service desks, networks and the Microsoft Technology Stack and/or Enterprise Applications
 	CRM/ERP – the design of architectural roadmaps to achieve consolidation/rationalisation
 	Agreement of the business case before overseeing the transition and transformation
 
Salary and package:
Salary in the range £75,000 – £95,000 + generous performance related bonuses + benefits
 
Location and mobility:
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for two nights per week and visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Have worked as an IT Management Consultant in an established IT management consultancy practice or major IT services firm: could now be client side or independent
 	Very good understanding and experience of enterprise architecture and associated methodologies eg Zachman, Togaf and experienced in developing IT operating models
 	Deep experience in Infrastructure i.e. datacentre consolidation/Cloud OR Enterprise Applications/CRM i.e. consolidation of legacy systems
 	Extensive cross-industry experience leading strategy, execution and optimisation engagements
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 5683-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### IT Sourcing Management Consultants
IT Management Consultants to work closely with the C-suite as trusted advisors
 
Our client is an award-winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, technology sourcing and commercial management, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and significant promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence – making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking Management Consultants at Principal/Management Consultant levels to join their fast-growing IT Sourcing and Commercial practice.
 
Sourcing plays a vital role in rapidly achieving more efficient, more effective operations, with greater strategic reach and increased business impact. Our client has a huge demand for these skills to help clients to understand current market trends, what suppliers are offering in the next evolution of sourcing propositions and what that means to their organisation.
 
Responsibilities will include: 
 	Providing consulting solutions across end to end sourcing life-cycle:
 	Developing evidence-based sourcing strategies that align to organisational goals and imperatives
 	Executing rigorous lean sourcing implementation programmes including drafting and negotiating effective contracts
 	Delivering input and advice to help clients remediate problems and maximise value from established key supplier relationships
 	Working closely with procurement and business functions at clients to clearly define and execute sourcing strategies
 	Assessing target function effectiveness including processes and baseline data to understand gaps to best practices and develop procurement strategies
 	Managing execution of sourcing strategies including supplier engagement during RFI/ RFP processes and supporting supplier negotiations.
 
Salary and package:
Base salaries in the range £90,000 –£100,000 + generous performance related bonuses + benefits
 
Location and mobility:
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for two nights per week and also visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Worked as a Management Consultant in an established management consultancy practice: could now be client side or independent
 	Experience across the breadth of the following disciplines with a clear focus on Technology: Sourcing Strategy, Supplier Selection, Contract Development/Management, Contract Negotiation Exit and Transition Readiness, Sourcing Effectiveness and Optimisation, Public Procurement, Commercial Management, Supplier Consolidation, Bench marking, Business Case Development. 
 	May have experience of establishing a sourcing team from scratch
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 5683-SB3.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page

### Principal IT Management Consultant
Exceptional IT Management Consultant for key role in high growth mid-sized CIO advisory firm
 
Our client is a highly successful major European CIO advisory and IT management consultancy firm with a successful and growing mid-sized UK practice. It offers significant international scale to compete with the largest global consultancies but with a UK bureaucracy-free business where everyone matters and everyone can make a contribution. The ideal combination.
 
They have an impressive client base across sectors with a strength in Financial Services. Core services include cloud and IT Infrastructure transformation, cybersecurity & digital trust, digital & emerging technologies, IT strategy, IT & data architecture, IT operating model design, Agile Transformation.
 
They have significant UK growth ambitions and seek an IT management consultant with strong business development track record and relevant technology delivery experience to join as Senior Manager (Principal). This is a key stepping stone for fast track promotion to Director and Partner positions.
 
Key responsibilities in this hybrid role will include new business sales, business development, account management, assignment delivery, project management, people and team development, subject matter and proposition development.
 
Salary and package
 
A competitive base salary in the range £90,000 to c£115,000, plus performance related bonus plus comprehensive benefits package
 
 
Location and mobility
 
Applicants should be willing to commute to the London office. While many clients are in the South East you should be prepared to be away 3 nights per week in the event assignments are further afield.
 
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience as a permanent consulting employee, at a comparable level, in an IT management consultancy firm/practice.
 	Deep experience in one or more of: cloud and IT Infrastructure transformation, cybersecurity & digital trust, digital & emerging technologies, IT strategy, IT & data architecture, IT operating model design.
 	Experience in sales and business development as well as leading assignment delivery.
 	A Degree.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 5737-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Consulting Director Financial Services
Financial Services practice lead Consulting Director role in exciting boutique IT advisory management consulting firm
 
Our client is a well-established, mid-sized CIO advisory and IT management consulting firm. They have ambitious growth plans and are approaching the next phase of practice growth which includes a significant increase in the permanent headcount.
 
This exciting opportunity,  Consulting Director Financial Services,  is a leadership role, reporting to the MD, with responsibility for the business development, growth and project delivery of their Financial Services and Banking consulting practice. Currently accounting for c50% of business revenues clients include major brands in capital markets and wholesale/commercial banking, wealth management, payments organisations and exchanges amongst others.
 
Core capabilities are around “CIO advisory” including IT and Digital Strategy, IT Target Operating Model, Service Management, Sourcing, IT Risk Control and Security, IT Financial Business Management, IT Delivery.
 
The key responsibilities of the Consulting Director Financial Services will be:
 
 	Sales, business development and client management to grow existing clients and ideally build new accounts. Lead proposals and wins
 	Client delivery: manage a portfolio of existing and future client projects including personal utilisation
 	Capability development: development of methodologies and products, marketing
 	People: recruit, manage, lead and develop exceptional staff.
 
The plan is that this individual will take an equity stake in the business and Board role in due course dependent upon their contribution and sales success.
 
The nature of this new role and the ambitions for the business is that there will therefore be excellent career potential for a talented and successful job holder.
 
Salary and package
 
The base salary is likely to be in the range £115,000 to c£140,000  a personalised bonus package which could be substantial. For a successful job holder there will be equity in due course. 
 
Location and mobility
 
While many clients are in London flexibility to work with clients further afield is required. It is highly likely that candidates will live within commuting distance of London.  
 
Please check you meet the following mandatory requirements before applying:
 	A management consultant including a significant period of employment in a highly regarded brand name consulting firm, albeit might now be “client side”.
 	Experience gained in a consulting firm of managing and developing client accounts including sell on work and leading proposals. New business sales experience and buyer contacts might be attractive but not essential.
 	Deep consulting project leading and delivery expertise.
 	A career in Financial Services. Exact area flexible but if not as stated above the candidate will need to have deep sales capability and contacts to take my client into the new area.
 	Experience across several of my client’s capabilities and an exceptional awareness of the “CIO” agenda albeit deep technology experience not essential.
 	Solid permanent employment career progression: some experience freelance is acceptable but a long term contractor or a number of recent short job moves would not attract my client.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 5702-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Operations Manager - Strategy
High profile "Chief of Staff" Operations Manager role supporting the Global Strategy Director managing an international strategy team
 
Our client is one of the world’s leading providers of intelligent information, helping companies to make confident decisions and run better businesses. Their customers operate in complex areas such as law, tax, compliance, government and media all of which face increasing complexity as regulation and technology disrupts their industries.
 
Their top calibre Corporate Strategy team works on projects that reshape global institutions and span diverse industries, countries and cultures. The Global Strategy Director, an ex-Big 4 Partner, requires an Operations Manager, effectively a “right hand” and Chief of Staff to manage the team’s current portfolio and pipeline of strategic projects.
 
The Operations Manager will be in an exceptional, very high profile and influential newly created role at the heart of the business.
 
The key responsibilities of the role will be:
 
 	the design and implementation of a Corporate Strategy operating model
 	resourcing, scheduling and progress reporting
 	performance management
 	the development of a communications strategy
 	the definition and management of effective and agile business processes and systems
 	the introduction of continuous improvement initiatives
 	the co-ordination and management of strategic initiatives and global programmes
 	budget planning and management
 
Opportunities for future career development are excellent, within the strategy team and other areas of their substantial UK and international business.
 
Salary and package:
Base salary in the range £80,000 – c.£95,000 + bonus + benefits 
 
Location and mobility:
Based in London with the occasional need to travel internationally
 
 
Please check you meet the following mandatory requirements before applying:
 
 	Significant experience in business strategic planning, business analysis, process improvement and operations management in a dynamic, environment
 	Ability to effectively engage with the leadership team - strong communication skills and politically savvy
 	Has worked with strategic operations in a multi-location, system driven and global operating environment
 	Experience of developing and implementing business-wide strategies and programs
 	The ability to leverage financial business drivers in a global business operation
 	Experienced Project/Programme Manager
 	Has strong financial and business acumen
 	Professional services or consulting experience of interest but not essential
 	A degree, preferably in Marketing, Business Administration, Finance or an appropriate discipline
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6016-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Management Consultant  - Public Sector
Join a values driven management consulting firm passionate about making a positive impact in the Public Sector
 
Our award winning public sector management consultancy client has been helping to transform councils, health bodies and other local organisations for almost 20 years. With a deep understanding of the complexity of public services, their success lies in creating effective relationships across boundaries to deliver sustained behavioural change including effective use of behavioural science. They combine the energy and determination of a start up with the track record and professionalism of an established company.
 
As a result of exciting continued growth, they seek a public sector management consultant at Consultant or Senior Consultant level. The remit is to help in the creation of agile, connected organisations through shared vision, purpose and collaboration to drive sustainable performance improvement, change and transformation and better outcomes for the users of social care services.
 
This outstanding role will enable you to join an exceptional values-based culture and apply your deep passion for improving public services and citizen outcomes. This is an opportunity to really make a difference where it matters.
 
Salary and package
 
A base salary in the range £45,000 to £55,000 plus bonus and a generous benefits package including 28 days annual leave, flexible working and family-friendly policies.
 
Location and mobility
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be wholly mobile including visiting the London Head Office as required.
  
Please check you meet the following mandatory requirements before applying:
 	Recent experience of managing projects in Public Sector Social Care or similar gained in a local authority, charity, management consultancy or related context where work has been aligned to safeguarding children and/or vulnerable adults who are at risk
 	Experienced in several of: consultancy, stakeholder management, data analysis, behavioural science, change management, business transformation and performance improvement
 	Candidates may have formal management consulting experience or work in a comparable role in a local authority environment, including candidates who have completed a graduate training scheme such as NGBP
 	A passion to improve Public Services in the UK
 	A strong academic background including a good degree
 	Mobile as stated above.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 4305-SB2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
To see our full list of career opportunities, please visit our Job Vacancies including other London based jobs.

### Consulting Director Banking
Newly created practice lead role in exciting boutique IT advisory management consulting firm
 
Our client is a well-established, mid-sized CIO advisory and IT management consulting firm. They have ambitious growth plans and are approaching the next phase of practice growth which includes a significant increase in the permanent headcount.
 
This newly created management consulting leadership role, reporting to the MD, will take responsibility for the business development, growth and project delivery of their Financial Services and Banking consulting practice. Currently accounting for c 50% of business revenues clients include major brands in capital markets and wholesale/commercial banking, tier 2 payments organisations and exchanges amongst others.
 
Core capabilities are around “CIO advisory” including IT and Digital Strategy, IT Target Operating Model, Service Management, Technology Sourcing, Risk Control and Security, IT Financial Business Management, IT Delivery.
 
The key responsibilities of the role will be:
 
 	Sales, business development and client management to grow existing clients and ideally build new accounts. Lead proposals and wins
 	Client delivery: manage portfolio of existing and future client projects including personal utilisation
 	Capability development: development of methodologies and products, marketing
 	People: recruit, manage, lead and develop exceptional staff.
 
The plan is that this individual will take an equity stake in the business and Board role in due course dependent upon their contribution and sales success.
 
The nature of this new role and the ambitions for the business is that there will therefore be excellent career potential for a talented and successful job holder.
 
Salary and package
 
The base salary is likely to be in the range £110,000 to £140,000 with some flexibility and a bonus package. However, it is important that interested parties have an entrepreneurial mindset and recognise that a lower base and significantly enhanced “upside” would be potentially a win/win for all. For a successful job holder there will be equity in due course.
 
Location and mobility
 
Currently many clients are in London: however, the nature of the role is that this can’t be guaranteed and therefore flexibility to work on client site further afield is required. It is highly likely that candidates will be based within commuting distance of London. 
 
Please check you meet the following mandatory requirements before applying:
 
 	A management consultant including a significant period of employment in a highly regarded brand name consulting firm albeit might now be “client side”.
 	Experience gained in a consulting firm of managing and developing client accounts including sell on work and leading proposals. New business sales experience and buyer contacts might be attractive but not essential.
 	Deep consulting project leading and delivery expertise.
 	A career in Financial Services. Exact area flexible but if not as stated above the candidate will need to have deep sales capability and contacts to take my client into the new area.
 	Experience across several of my client’s capabilities and an exceptional awareness of the “CIO” agenda albeit deep technology experience not essential.
 	Solid permanent employment career progression: some experience freelance is fine but a serial contractor or many recent short-term perm job moves would not interest my client. Sorry.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6171-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Here is a list of our other Financial Services opportunities.

### Senior Consultant
Fantastic fast-paced career opportunity for talented Management Consultants in established boutique CIO advisory consulting firm
 
Our client is a well-established boutique management consulting firm that combines IT strategy, consultancy and delivery services to help manage change and meet business challenges. Their capabilities are focused on supporting the CIO and his team around IT transformation: from defining the strategy and roadmap, through proposing and procuring solutions, to providing a project office and overseeing service migrations. They are entering the next phase of their ambitious growth plans.
 
They are now seeking Consultants with an impressive career to date, entrepreneurial mindset who are impatient for responsibility. You will join a truly supportive and meritocratic environment in which your fast-paced progression will be genuinely dependent on your achievements.
 
We are looking for the very best: those who can help to shape and influence the business of clients and of the firm.
  
Salary and package:
Base salaries in the range £50,000 – c.£70,000 + bonus + benefits
  
Location and mobility:
Work is mostly in the southeast of England and within the M25, although there may be times when you need to travel further afield to be at client sites.
 
The current priorities are for candidates:
 	with experience and an interest in developing their careers in project/portfolio management. You may have experience of working in a PMO and possibly have a formal project management qualification
 	or with experience and an interest in procurement, sourcing or supply chain to establish priorities, define requirements, write proposals and manage evaluations of services/products
 	or those who are Financial Analysts or accountants (not audit), experienced in the building of complex financial models using Excel
 	with a good degree qualification
 	who have worked for a Big 4 (or equivalent consulting firm) in a permanent role and have completed a minimum of one or two projects (discipline/business sector is irrelevant) which have given you well-honed skills in at least one area upon which the firm can build. These areas are:
 	IT & Digital Strategy
 	Operating Model
 	Service Management
 	Strategic Sourcing
 	Risk, Control & Security
 	Business/financial management of IT spend
 	IT Delivery
There is no specific technical knowledge required, only a broad technical awareness and interest in joining an IT management consultancy firm. You should have some knowledge/interest in such areas as Cloud, Robotics, Cyber Security and/or AI but the firm does not advise on detailed technical matters but rather on how to change an organisational structure to accommodate these technologies. You should understand the disruptive drivers associated with technology and of how business is defined through the lens of innovation.
 
The company encourages their Consultants to attend training courses provided by accredited external bodies to give such qualifications as CIPS, CIMA and Prince2 or equivalent.
 
They are looking for the very best: those who can help to shape and influence the business of the firm and of their clients.
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6011-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Consulting Director Financial Services
Partner track role growing the Financial Services management consulting practice of this prestigious firm
 
This key newly-created leadership post within a highly regarded major global management consulting firm will play a key role in growing the UK financial services practice through sales, business development and delivering first class consulting projects. It will build on existing deep firm-wide capability and an exceptional global client base but with a significant opportunity to expand the UK business. Areas of opportunity include insurance, retail banking, commercial/wholesale banking or capital markets.
 
They are therefore seeking a top tier individual with exceptional experience and the clear capability for fast career progression to a Partner appointment.
 
Our client is mid-sized in the UK, with considerable strength in its cross sector consulting services lines including strategy, finance and regulatory, digital, operations and technology, which it seeks to build on in this key growth mandate. Clients will be secured through development of existing strong European and global relationships and acquisition of new business.
 
Responsibilities will include:
 
 	Defining the sector focus, propositions and go to market approach
 	Leading sales and business development, gaining new business and managing client relationships
 	Delivering Financial Services management consultancy assignments
 	Building the consulting team.
 
Personal and career development prospects are exceptional.
The role will report to the UK Managing Partner. 
 
Salary and package
As to be expected of this key role in addition to an attractive base salary in the range £120,000 to £140,000 a generous bonus will be on offer linked to revenue generation and other performance metrics plus benefits.
 
Location and mobility
Candidates could live anywhere in the UK provided they are wholly mobile to travel to the London office and to clients as required.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience, as a Senior Manager or Director, within a recognised management consultancy practice
 	Proven ability to sell and deliver management consultancy work in the UK Financial Services sector with appropriate contacts. This could be insurance, retail FS, wholesale or capital markets as the firm has broad expertise and capability
 	Current, innovative and leading edge subject matter expertise
 	Wholly mobile.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6176-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Consulting Partner: Financial Services
Exceptional role growing the Financial Services consulting practice of this prestigious firm
 
This key newly-created sales and business development focussed role within a highly regarded major global management consulting firm will define and grow a new financial services consulting practice area. It will build on existing deep firm-wide capability and an exceptional global client base but with a significant opportunity to grow the UK business. They are therefore seeking a top tier individual with exceptional experience.
 
Our client is mid-sized in the UK, with considerable strength in its cross sector consulting services lines including strategy, finance and regulatory, digital, operations and technology, which it seeks to build on in this key growth mandate. Clients will be secured through development of existing global relationships and acquisition of new business.
 
This new role will own this new practice area and responsibilities will include:
 	Defining the sector focus, propositions and go to market approach
 	Leading business development, gaining new business and managing client relationships
 	Selling and delivering Financial Services management consultancy assignments
 	Building the consulting team.
 
Personal and career development prospects are exceptional.
 
The role will report to the UK Managing Partner. 
 
Salary and package
As to be expected of this key Partner role in addition to an attractive base salary a generous bonus will be on offer linked to revenue generation and other performance metrics plus benefits.
 
Location and mobility
Candidates could live anywhere in the UK provided they are wholly mobile to travel to the London office and to clients as required.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience, as a Senior Director or Partner, within a recognised management consultancy practice
 	Proven ability to sell and deliver management consultancy work in the UK Financial Services sector and an exceptional contact base
 	Current, innovative and leading edge subject matter expertise
 	Wholly mobile.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6176-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.

### Senior Management Consultant - Public Sector
Join a values-driven management consulting firm passionate about making a positive impact in the Public Sector
 
Our award winning public sector management consultancy client has been helping to transform councils, health bodies and other local organisations for almost 20 years. With a deep understanding of the complexity of public services, their success lies in creating effective relationships across boundaries to deliver sustained behavioural change including effective use of behavioural science. They combine the energy and determination of a start up with the track record and professionalism of an established company.
 
As a result of exciting continued growth, there are several public sector management consultancy jobs at Senior Consultant level. All positions have the remit to help in the creation of agile, connected organisations through shared vision, purpose and collaboration to drive sustainable performance improvement, change and transformation and better outcomes for the users of social care services.
 
These are outstanding roles enabling you to join an exceptional values-based culture and apply your deep passion for improving public services and citizen outcomes. This is an opportunity to really make a difference where it matters.
 
Salary and package
 
A base salary in the range £45,000 to £55,000 plus bonus and a generous benefits package including 28 days annual leave, flexible working and family friendly policies.
  
Location and mobility
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be wholly mobile including visiting the London Head Office as required.
 
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience of managing projects in Public Sector Social Care or similar gained in a local authority, charity, management consultancy or related context
 	Experienced in several of: consultancy, stakeholder management, data analysis, behavioural science, change management, business transformation and performance improvement
 	Candidates may have formal management consulting experience or work in a comparable role in a local authority environment, including candidates who have completed a graduate training scheme such as NGBP
 	A passion to improve Public Services in the UK
 	A strong academic background including a good degree
 	Mobile as stated above.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6167-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Here are other business transformation roles.
 
 

### IT Management Consultants - Architecture & Operating Model
Exceptional openings for talented IT Management Consultants in award-winning high growth firm
 
Our client is an award-winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, technology operating model, sourcing, IT architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and significant promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence – making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking IT Management Consultants at Senior Consultant and Principal Consultant levels to join their fast-growing Strategy and Architecture practice. A specific focus will be Infrastructure and/or Enterprise Applications.
 
You will review the client’s current technology, services, processes, standards and road-maps to provide a baseline. You will develop IT operating models and architecture road-maps and agree the business case before overseeing the transition and transformation.
 
Salary and package:
Salary in the range £65,000 – £95,000 + generous performance related bonuses + benefits.
 
Location and mobility: 
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for two nights per week and also visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 	Have worked as an IT Management Consultant in an established IT management consultancy practice or major IT services firm: could now be client side or independent
 	Very good understanding and experience of enterprise architecture and associated methodologies eg Zachman, Togaf and experienced in developing IT operating models
 	Deep experience in Infrastructure i.e. datacentre consolidation/Cloud or Enterprise Applications/CRM i.e. consolidation of legacy systems.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 5683-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
Here are other IT roles we are currently recruiting for.

### Senior IT Management Consultant
Exceptional Senior Manager role in high growth 120 person IT management consultancy firm
 
Our client is a highly successful major European CIO advisory and IT management consultancy firm with a successful and growing mid-sized UK practice. It offers significant international scale to compete with the largest global consultancies but with a UK bureaucracy-free business where everyone matters and everyone can make a contribution. The ideal combination.
 
They have an impressive client base across sectors with a strength in Financial Services. Core services include:  cloud and IT Infrastructure transformation, cybersecurity & digital trust, digital & emerging technologies, IT strategy, IT & data architecture, IT operating model design.
 
They have continued and significant UK growth ambitions and as a result seek an experienced IT management consultant to join as Senior Manager. This is a key stepping stone for fast track promotion to Director and Partner positions. As such this hybrid role combines leadership, sales and business development and leading assignment delivery.
 
Key responsibilities will therefore include sales, business development, account management assignment delivery, project management, people and team development, subject matter and proposition development.
 
Salary and package:
 
A competitive base salary in the range £95,000 to c£115,000, plus performance related bonus plus comprehensive benefits package
 
Location and mobility:
 
Applicants should be willing to commute to the London office. While many clients are in the South East you should be prepared to be away 3 nights per week in the event assignments are further afield.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience as a permanent consulting employee, at a comparable level, in an IT management consultancy firm/practice.
 	Deep experience in one or more of: cloud and IT Infrastructure transformation, cybersecurity & digital trust, digital & emerging technologies, IT strategy, IT & data architecture, IT operating model design.
 	Experienced in sales and business development as well as leading assignment delivery.
 	Degree.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6175-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### IT Management Consultants - Data Transformation
Exceptional openings for talented IT Management Consultants in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, data, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence - making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking IT Management Consultants at Senior Consultant and Principal Consultant levels to join their fast-growing Data Transformation practice.
 
This exciting area focusses on data as a change and transformation enabler in a business and how the CIO can support that. This practice will therefore typically work with the IT function engaging with Board level stakeholders e.g. CFO, COO, Head of Risk/Compliance etc
 
As such candidates will have a technology background but demonstrate clear understanding and experience in the value of data to business.
 
Responsibilities will include:
 
 	Advise on all aspects of Data Management/Business Intelligence strategy and transformation
 	Scoping and delivering complex strategic IT enabled change programmes helping organisations to achieve their strategic goals
 	Acting as a trusted advisor to IT and the business advising on transition of business processes, systems and data
 	Helping to drive change by fostering a collaborative culture across technology and business.
 
Salary and package:  
Base salaries in the range £65,000 - £90,000 + generous performance related bonuses + benefits
 
 
Location and mobility: 
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for two nights per week and also visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Worked as an IT Management Consultant in an established IT management consultancy practice: could now be client side or independent
 	Has shaped and led the Data Management transformation life cycle, from concept and strategy visualisation, Data Architecture, Operating Model definition and subsequent agile data transformationEC3P 3DQ
 	Experience of securing and managing high level stakeholder support for proposed actions with associated relationship management skills
 	Experience of defining Data Governance models for complex change.
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Management Consulting Partner: Utilities/Energy
First rate, unique ‘client side’ management consulting job: a route to client side Board roles
 
This is an exceptional and unusual opening in a well-established and international 200+ strong management consulting operation, part of a major European energy business. It typically hires top tier management consultants and is seen as a springboard for them to move to future leadership roles in the wider Group.
 
Their culture is professional and friendly, avoiding hierarchy, bureaucracy and internal politics. It is entrepreneurial and empowering, encouraging innovation and free thinking.
 
To enable further growth in the UK operations they are seeking an experienced management consultant to join as a Partner, responsible for the joint leadership and development of the practice, sales and account management, oversight of the delivery of key projects and acting as trusted advisor to clients.
 
The role reports to the consulting business’s CEO.
 
They focus on the energy value chain from power generation, through distribution to retail, but increasingly other related and convergent  sectors. These include infrastructure, smart cities, mobility/electric-automotive, renewable energy, telecoms and asset intensive industries.
 
Their services encompass the full spread of strategic advisory and delivery capabilities including strategy, assessing disruptive innovations, operating model development, post-merger integration, economics/policy, process/operations, change, transformation and programme management. While proud of their ‘internal consulting’ heritage the business wins work in full competition with top tier external management and strategy consultancies and is very highly regarded internally. It is also increasingly winning ‘non Group’ business: currently c30% of its work.
 
They are wholly committed to individuals’ professional and career development and this practice is seen as a key stepping stone for future senior careers in the broader business. Alumni include CEOs in the group. Career options for those keen to remain in consulting within this expanding team are also excellent. 
 
Salary and package
 
In addition to the base salary there is a highly reliable  performance based bonus that typically pays +/- 10% of the target figure. The overall cash compensation will therefore reliably be in the range £200,000- £240,000. 
  
Location and mobility
 
The role will be based from the Central London office, focussed on the UK. While not a high travel post it will require UK and occasionally European mobility albeit the Partner will be in charge of their own diary! Candidates could however live anywhere in the UK and would be expensed accordingly. 
 
 Please check you meet the following mandatory requirements before applying:
 	A deep management consultancy career including top tier consultancy employers and recently (or currently) working at top end Senior Manager or Director level as a management consultant within a highly regarded consulting firm/practice
 	Broad skill set across the consulting life cycle from strategy, business architecture and target operating models, to organisational design, implementation and transformation
 	Experienced in sales and business development
 	Either expert and deep knowledge of the UK energy and utilities market OR of convergent, related sectors e.g. infrastructure, smart cities, mobility/electric-automotive, renewable energy, telecoms, asset intensive industries etc
 	Strong academic background
 
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 5698-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### IT Management Consultants – Business Transformation
Exceptional openings for talented IT Management Consultants in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence - making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking IT Management Consultants at Senior Consultant and Principal Consultant levels to join their Transformation practice.
 
Our client’s Change Management approach provides a staged model to guide organisations through transformation especially in transition environments, looking at alternative and mitigation strategies to support the needs of any IT led business change programme. This approach focuses on high levels of engagement and adoption of those affected by the change, working through underlying causes of resistance to achieve shared benefit and improved capability from the transition effort.
 
Responsibilities will include: 
 	Scoping and delivering complex strategic change programmes enabling organisations to achieve their strategic goals
 	Acting as a trusted advisor to IT and the business advising on transition of business processes, systems and data
 	Helping to drive change by fostering a collaborative culture across technology and business
 	Project/programme management, programme assurance, PMO set up and management
 	End2end performance management
Salary and package:
Salaries in the range £65,000 – c£90,000 + generous performance related bonuses + benefits
 
Location and mobility:
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for 2 nights per week and visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 	Worked as an IT Management Consultant in an established IT management consultancy practice: could now be client side or independent
 	Shaped and led complex, high value transformation AND transition programmes that have demonstrably achieved ROI
 	Strong knowledge of the IT transformation lifecycle, from concept and strategy visualisation to board level agreement to include thought leadership and strategy development
 	Experience of securing and managing high level stakeholder support for proposed actions with associated relationship management skills
 	Experience of defining governance models for complex change
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### IT Management Consultants – Architecture & Operating Model
Exceptional openings for talented IT Management Consultants in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion, they are seeking IT Management Consultants at Senior Consultant and Principal Consultant levels. You review the client’s current technology, services, processes, standards and roadmaps to provide a baseline. Taking a client value and needs based approach covering value added assurance and architectural review, you will identify risks & issues, working to build, justify & approve the business case for mitigation recommendations and then deliver the proposed change.
 
Other responsibilities will include:
 
 	You will enable companies to develop and realise their vision in the context of current and future markets, digital futures and technology by mapping technology vison, strategy, architecture and roadmaps.
 	Impose innovation processes and disciplines including elements such as fail fast methodologies
 	Assisting clients in formulating their technology strategy and providing an authoritative point of view on emerging technology trends
 
Our client offers an exceptional culture and fast track career progression and promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence - making it a fantastic place to work.
 
Salary and package:
 
Salaries in the range £65,000 – c£90,000 + generous performance related bonuses + benefits
 
 
Location and mobility:
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for 2 nights per week and visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Have worked as an IT Management Consultant in an established IT management consultancy practice or major IT services firm: could now be client side or independent
 	Very good understanding and experience of enterprise architecture and associated methodologies eg Zachman, Togaf
 	Experienced in developing a variety of IT operating models and associated IT organisational design
 	Able to effectively communicate the implications of complex technical concepts to senior, non-technical audiences. A passion and commitment to New Technologies and a drive to influence the way these are evolving and delivered.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### IT Sourcing Management Consultants
IT Management Consultants to work closely with the C-suite as trusted advisors
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Sourcing plays a vital role in rapidly achieving more efficient, more effective operations, with greater strategic reach and increased business impact. Our client has an increased demand for these skills to help clients to understand current market trends, what suppliers are offering in the next evolution of sourcing propositions and what that means to their organisation.
 
Responsibilities will include:
 	Provide consulting solutions across end to end sourcing lifecycle:
 	Develop evidence-based sourcing strategies that align to organisational goals and imperatives
 	Execute rigorous, but lean sourcing implementation programmes including drafting and negotiating effective contracts
 	Deliver input and advice to help clients remediate problems and maximise value from established key supplier relationships
 	Work closely with procurement and business functions at clients to clearly define and execute sourcing strategies
 	Assess target function effectiveness including processes and baseline data to understand gaps to best practices and develop procurement strategies
 	Manage execution of sourcing strategies including supplier engagement during RFI/ RFP processes and supporting supplier negotiations
 	Create and deliver senior CxO level presentations throughout the consulting engagements. 
Salary and package:
Salaries in the range £65,000 – c£90,000 + generous performance related bonuses + benefits
 
Location and mobility:
 
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for 2 nights per week, or visit the London office, as required.
Please check you meet the following mandatory requirements before applying:
 	Have worked as an IT Management Consultant in an established IT management consultancy practice
 	Experience across the breadth of the following disciplines: Sourcing Strategy, Supplier Selection, Contract Development/Management, Contract Negotiation, Exit and Transition Readiness, Sourcing Effectiveness and Optimisation, Public Procurement, Commercial Management, Supplier Consolidation, Benchmarking, Business Case Development.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### IT Strategy Management Consultants
Exceptional openings for talented IT Management Consultants in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion, they are seeking IT Strategy and Advisory Management Consultants at Senior and Principal Consultant levels. You will have experience of working with clients in the design of operating models in a DevOps/Agile environment and by harnessing collaboration between teams, you will bring the Business closer to IT by eliminating traditional silos. You will understand what the infrastructure looks like from a SIAM perspective and the importance of the integration of development and operations teams to improve productivity.
 
Other responsibilities will include:
 
 	The delivery of complex client assignments with a strategy focus
 	Assess existing IT arrangements to identify gaps and opportunities for improvement
 	The building of a coherent and executable case for change and communicate this with confidence to senior stakeholders.
 
Salary and package:  
Salaries in the range £65,000 – c£90,000 + generous performance related bonuses + benefits
 
Location and mobility: 
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for 2 nights per week, or visit the London office, as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Have worked as an IT Management Consultant in an established IT management consultancy practice
 	Experienced in the design of operating models in a DevOps/Agile environment
 	Be experienced in the development of a SIAM aligned Change Management process, including process design, implementation, operation and continual improvement in a multi-supplier environment
 	Strong interpersonal skills with the ability to influence and communicate effectively with both technical and non-technical stakeholders.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Senior IT Management Consultant
Exceptional openings for talented experienced IT Management Consultants in award-winning, high growth firm
 
Our client is an award-winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in high calibre management consultants and provision of exceptional advisory and consultancy services in the areas of IT strategy, sourcing, technology, transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and IT Advisory Management Consultants at Senior Consultant and Manager level, keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client offers a great culture: friendly, proactive, no politics, entrepreneurial and empowering consultants with high levels of responsibility: you are encouraged to own the work and really make it yours, working alongside great colleagues.
 
Career prospects including potentially accelerated promotions are exceptional.
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	In more senior roles, management consultants will oversee one or more delivery accounts on a day-to-day basis, acting as the primary point of contact, developing business within the account and ensuring client satisfaction and profitability
 	To assist in writing bids and proposals.
Salary and package 
Our client offers an excellent base salary in the range £65,000 to £90,000 plus generous bonus plus a full range of corporate benefits including the ability to work from home when it fits with client work. 
Location and mobility
Candidates can be based anywhere in the UK and will be home based for expenses purposes. While our client fully respects work/life balance the nature of consulting is you need to be wholly mobile and willing to work away at clients or to visit the London office as required.
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT Strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing & commercial sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/delivery; enterprise applications advisory, IT target Operating Models; SIAM
 	You should be currently/recently working as a Senior Management Consultant or Consulting Manager in an established management consultancy or the consulting practice of major IT services firm
 	Mobile (see above).
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB4.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page
 
 
 

### Senior Management Consultant - Public Sector
Join a values driven management consulting firm passionate about making a positive impact in the Public Sector
 
Our award winning public sector management consultancy client has been helping to transform councils, health bodies and other local organisations for almost 20 years. With a deep understanding of the complexity of public services, their success lies in creating effective relationships across boundaries to deliver sustained behavioural change as opposed to working in silos. They combine the energy and determination of a start up with the track record and professionalism of an established company.
 
As a result of exciting continued growth, there are several public sector management consultancy jobs at Manager level. All positions have the remit to help in the creation of agile, connected organisations through shared vision, purpose and collaboration to drive sustainable performance improvement, change and transformation and better outcomes for the users of social care services.
 
These are outstanding roles enabling you to join an exceptional values-based culture and apply your deep passion for improving public services and citizen outcomes. This is an opportunity to really make a difference where it matters.
 
Salary and package
 
A base salary in the range £60,000 to £70,000 plus bonus to 20% plus a generous benefits package including 28 days annual leave,  flexible working and family friendly policies.
  
Location and mobility
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be wholly mobile including visiting the London Head Office as required.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience in an established management consultancy firm including some experience managing projects in Public Sector Social Care or similar gained in a local authority, public health or related context
 	Experienced in change management, business transformation and performance improvement
 	A passion to improve Public Services in the UK
 	A strong academic background including a good degree
 	Mobile as stated above.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6167-SB2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page
Other roles in business transformation are available.
 
 
 

### CRM Management Consulting Director
Key practice director board level role with high growth CRM & Customer Engagement Management Consultancy. Low travel.
 
Our client is a high growth and innovative independent Customer Engagement and CRM Management Consulting firm delivering transformative change through their clients’ leading-edge Microsoft Dynamics solutions. Our client brings deep CRM and Customer Engagement business consulting expertise to their impressive 200+ client base focussed on financial services, professional services and private equity. n.b. this role does not require Dynamics experience.
 
They are an expanding business in an expanding market and seek to double their consulting headcount within two years. A key aspect of this ambition will be this leadership appointment, of a CRM Management Consulting Director, managing a practice of 20 Customer Engagement and Microsoft Dynamics consultants, reporting to the Managing Director.
 
Key aspects of the role include:
 
 	Growth of the practice as a key part of the leadership team
 	Ownership of the delivery of high quality consulting solutions to clients
 	Working with the sales teams to shape solutions and proposals to develop new and repeat business
 	Develop compelling and innovative consulting propositions as well as IP and thought leadership
 	Leadership and development of the consulting workforce
 
Salary and package
 
Base salary will be ideally in the range £110,000-£120,000 plus bonus plus benefits.
 
Location and mobility
 
Based in the City of London: occasional nights away may be required but this is not a high travel role.
  
Please check you meet the following mandatory requirements before applying:
 
 	Deep experience in CRM and Customer Experience consulting and familiarity with the related technologies (MS Dynamics is NOT essential)
 	Recent experience in a recognised management consultancy firm, boutique CRM practice or IT consultancy, in a leadership role
 	Recent consulting experience to include people management, business growth and business development (however this is not a sales role)
 	Overseeing significant IT transformation programmes
 
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6173-CS2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Consulting Director - Manufacturing
Exceptional management consulting role growing the manufacturing consulting practice of this prestigious firm
 
This key newly-created sales and business development focussed role in a highly regarded global management consulting firm will define and grow a new manufacturing consulting practice area. It will build on existing deep capability and an exceptional client base. They are seeking a talented individual with clear Partner potential.
 
Our client is mid-sized in the UK, with considerable strength in its supply chain and operations practice which it seeks to extend into manufacturing consulting. Clients will be secured through development of existing relationships and acquisition of new business.
 
This new role will own this new practice area and responsibilities will include:
 
 	Defining the sector focus, propositions and go to market approach
 	Leading business development, gaining new business and managing client relationships
 	Selling and delivering manufacturing supply chain and operations related management consultancy assignments, typically £1m+ per annum
 	Building the consulting team
 
Personal and career development prospects are exceptional.
The role will report to the Partner responsible for Operations and Supply Chain services. 
 
Salary and package
In addition to an attractive base salary a generous bonus will be on offer linked to revenue generation and other performance metrics plus benefits
 
Location and mobility 
Candidates could live anywhere in the UK provided they are wholly mobile to travel to the London office and clients as required.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience, as a Senior Manager or Director, within a recognised management consultancy practice
 	Proven ability to sell and deliver management consultancy work in the UK manufacturing sector and current contacts therein (excluding automotive)
 	Current subject matter expertise in supply chain and operations
 	Wholly mobile
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6166-CS2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### CRM Management Consulting Director
Key practice director board level role with high growth CRM & Customer Engagement Management Consultancy. Low travel.
 
Our client is a high growth and innovative independent Customer Engagement and CRM Management Consulting firm delivering transformative change through their clients’ leading edge Microsoft Dynamics solutions. Our client brings deep CRM and Customer Engagement business consulting expertise to their impressive 200+  client base focussed on financial services, professional services and private equity. n.b. this role does not require Dynamics experience.
 
They are an expanding business in an expanding market and seek to double their consulting headcount within two years. A key aspect of this ambition will be this leadership appointment, of a CRM Management Consulting Director, managing a practice of 20 Customer Engagement and Microsoft Dynamics consultants, reporting to the Managing Director.
 
Key aspects of the role include:
 
 	Growth of the practice as a key part of the leadership team
 	Ownership of the delivery of high quality consulting solutions to clients
 	Working with the sales teams to shape solutions and proposals to develop new and repeat business
 	Develop compelling and innovative consulting propositions as well as IP and thought leadership
 	Leadership and development of the consulting workforce
 
Salary and package
 
Base salary will be ideally in the range £110,000-£120,000 plus bonus plus benefits.
 
Location and mobility
 
Based in the City of London: occasional nights away may be required but this is not a high travel role.
  
Please check you meet the following mandatory requirements before applying:
 
 	Deep experience in CRM and Customer Experience consulting and familiarity with the related technologies (MS Dynamics is NOT essential)
 	Recent experience in a recognised management consultancy firm, boutique CRM practice or IT consultancy, in a leadership role
 	Recent consulting experience to include people management, business growth and business development (however this is not a sales role)
 
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6173-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Management Consultant – Public Sector
Join a values driven management consulting firm passionate about making a positive impact in the Public Sector
 
Our award winning public sector management consultancy client has been helping to transform councils, health bodies and other local organisations for almost 20 years. With a deep understanding of the complexity of public services, their success lies in creating effective relationships across boundaries to deliver sustained behavioural change as opposed to working in silos. They combine the energy and determination of a start up with the track record and professionalism of an established company.
 
As a result of exciting continued growth, there are several public sector management consultancy jobs at  Manager level. All positions have the remit to help in the creation of agile, connected organisations through shared vision, purpose and collaboration to drive sustainable performance improvement, change and transformation and better outcomes for the users of social care services.
 
These are outstanding roles enabling you to join an exceptional values-based culture and apply your deep passion for improving public services and citizen outcomes. This is an opportunity to really make a difference where it matters.
 
Location and Mobility:
 
Employees may be based anywhere in the UK and will be expensed accordingly but must be wholly mobile including visiting the London Head Office as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience in an established management consultancy firm including some experience managing projects  in Public Sector Social Care gained in a local authority, public health or related context
 	Emotionally intelligent: understand how to work in values based organisations and environments
 	Experienced in change management, business transformation and performance improvement
 	Excellent communication/relationship building skills: willing to engage, listen and propose innovative and creative solutions
 	A passion to improve Public Services in the UK
 	A strong academic background including a good degree.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury in strictest confidence, quoting reference 6167-SB
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### IT Consultancy Sales Director Banking
Key P/L consultancy sales and solutions role with equity and Board potential at highly regarded Banking IT Management Consultancy
 
Our client is a highly regarded mid-sized Financial Services management and IT consultancy with ambitious plans for growth and diversification. They deploy industry subject matter experts to deliver transformational change with some of the world’s largest banks and financial institutions.
 
This newly created IT consultancy sales and solutioning role will play a key part in this growth and as such will offer equity and board potential.  Reporting to a Board Director you will have responsibility for shaping and selling IT consultancy engagements focussed on infrastructure especially IT optimisation, legacy debt, data centre modernization, cloud, SIAM and data management.
 
Other responsibilities will include:
 	Client Solution development
 	P&L responsibility for assignments across all aspects of client engagement
 	Delivering £3m-£5m revenues through sales and delivery with 15-20% utilization
 	Thought leadership and proposition development.
This influential role offers considerable career development potential including a Board appointment.
 
Location and Mobility
London-based and low travel but occasional overnight trips required. 
 
Please check you meet the following mandatory requirements before applying:
 	IT consulting or IT solutions background with a focus on Cloud/infrastructure
 	Experience selling and shaping IT transformation engagements
 	Depth of experience and contacts in Financial services
 	In depth understanding of key drivers shaping the banking and financial services industry.
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6172-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Application Development Consultancy Manager
Digital and Applications Development Consultancy programmes in one of the UK’s fastest growing technology companies.
 
Our client is one of the UK’s fastest growing Digital and Applications Development Consultancies. Founded in 2013, there are now 350 employees in the UK and it is part of a major European group with ambitious growth plans. Their success is founded on the quality of delivery to their impressive client base.
 
In greater part however it’s because of the quality of their impressive Applications Development Consultants and Project Managers and the firm’s commitment to offering the most rewarding work and career paths to these ambitious and talented IT consultancy professionals.
 
Their culture is entrepreneurial, agile, low bureaucracy, non-hierarchical and pragmatic and where everyone has an impact. Staff are passionate about technology and equally passionate about their clients’ success.
 
As a result of continued wins of some of the largest and most innovative technology transformation programmes they seek experienced IT consultants from a development background to join at Manager level to lead client projects and assignments. The roles are delivery focussed but all staff get involved in client and account development and there is considerable opportunity to play a key role in business development in this entrepreneurial business. The technologies and the clients will vary and this variety gives everyone the opportunity to constantly develop their technical and client skills.
 
The firm places great store by providing a fulfilling and satisfying work environment with work life balance and exceptional career prospects.
 
 
Location and mobility:
 
Successful candidates will be based from our client’s London, Leeds or Nottingham offices but must be willing to work away from home as required by customer projects.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience at Manager level in a client facing role in a major IT consultancy, systems integration or software development business
 	A fast track career, from trainee level, in software and applications development
 	Willing to work across sectors and across technologies
 	Mobile and willing to work away from home
 	Strong academic background ideally including a technology or related degree
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6165-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Customer Experience Management Consultants
Exceptional senior management consultants for global team shaping and delivering leading edge CX solutions across sectors.
 
Our client has grown in stature over a period of 50 years to be one of the most prominent and valuable companies in the world. Its growth in brand leadership is a testament to its commitment to the clients, people and communities it serves. It is a multi-hued business committed to customer service and employee development.
These key Customer Experience Management Consultant roles will provide consulting services with a focus on greatly enhancing the Sales and Service capability of its clients.
You will:
 	Partner with sales in the bid process for the winning of strategic accounts
 	Act in a key engagement role, providing thought leadership to influence the adoption and outcomes of large and complex CX transformation programmes.
 	Advise on and shape value propositions
 	Assist with the delivery of engagements focused on improving an organisation’s digitally enabled Sales & Service capabilities across sales operations, contact centres and field services
Location and mobility:
The successful candidate will be based from our client’s London office but needs to be wholly mobile throughout the UK and mainland Europe.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience at Manager level or above as a Management Consultant in a UK management consultancy or major IT services employer working across the full consulting life cycle
 	An understanding of the strategic drivers behind a successful Sales and Service programme and experienced in its delivery
 	Knowledge of digital and omni-channel, associated processes and organisational implications
 	Exposure to the tools and techniques that help to define the future state, e.g. Customer Journey Mapping, Lifetime Value Mapping, Customer Segmentation, Target Operating Model etc.
 	Broad sector experience
 	Must have a degree
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury in strictest confidence, quoting reference: 6153-SB6
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
 
We also have other vacancies in Business Transformation 

### Senior Management Consultants - Public Sector
Join a values driven management consulting firm  passionate about making an impact in the Public Sector.
 
Our award winning public sector management consultancy client has been helping to transform councils, health bodies and other local organisations for almost 20 years. With a deep understanding of the complexity of public services, their success lies in creating effective relationships across boundaries to deliver sustained behavioural change as opposed to working in silos. They combine the energy and determination of a start up with the track record and professionalism of an established company.
 
As a result of exciting continued growth, there are public sector management consultancy jobs at various levels from Consultant to Senior Manager. All positions have the remit to help in the creation of agile, connected organisations through shared vision, purpose and collaboration to drive sustainable performance improvement change and transformation and better outcomes for the users of social care services.
 
These are outstanding roles enabling you to join an exceptional values based culture and apply your deep passion for improving public services and citizen outcomes. This is an opportunity to really make a difference where it matters.
 
Location and mobility:
You could be based anywhere in the UK but must be wholly mobile including travel to the London head office as required.
 
Please check you meet the following mandatory requirements before applying; 
 	Previous project experience gained within the local government and/or healthcare sectors, ideally combined with private sector experience and for the more senior roles, within consulting
 	Emotionally intelligent: understands how to work in values based organisations and environments
 	Experienced in change management, preferably cultural/ behavioural change and performance improvement
 	Excellent communication/relationship building skills: willing to engage, listen and propose solutions which are bespoke
 	Fully mobile for up to 4 days/week
 	Have a passion to help improve Public Services in the UK
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6167-SB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
We also have other vacancies in Business Transformation 

### Management Consulting Director Manufacturing
Exceptional management consulting role growing the manufacturing consulting practice of this prestigious firm.
 
This key newly created sales and business development focussed role in a highly regarded global management consulting firm will define and grow a new manufacturing consulting practice area. It will build on existing deep capability and an exceptional client base. They are seeking a talented individual with clear Partner potential.
 
Our client is mid-sized in the UK, with considerable strength in its supply chain and operations practice which it seeks to extend into manufacturing consulting. Clients will be secured through development of existing relationships and acquisition of new business.
 
This new role will own this new practice area and responsibilities will include:
 
 	Defining the sector focus, propositions and go to market approach
 	Leading business development, gaining new business and managing client relationships
 	Selling and delivering manufacturing supply chain and operations related management consultancy assignments, typically £1m+ per annum
 	Building the consulting team
 
Personal and career development prospects are exceptional.
 
The role will report to the Partner responsible for Operations and Supply Chain services.
 
Candidates could live anywhere in the UK provided they are wholly mobile to travel to the London office and clients as required.
 
Please check you meet the following mandatory requirements before applying:
 	Demonstrable recent experience, as a Senior Manager or Director, of building a practice area within a recognised management consultancy practice
 	Proven ability to sell and deliver management consultancy work in the UK manufacturing sector and current contacts therein (excluding automotive)
 	Current subject matter expertise in supply chain and operations
 	Wholly mobile
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6166-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Lead Consultants - Digital Architecture – Banking and Insurance
Join one of the three most valuable brands in IT services globally and partner with the world’s leading organisations in their transformational journeys.
 
Our client has a stellar track record in terms of pioneering industry and leading innovation. It’s a compelling force, leading change and transforming the world for the better through innovative technology and business intelligence. With a Number 1 ranking in customer satisfaction for the 5th consecutive year, they are recognised globally for their best practices and superb stability whilst helping world communities experience certainty in their lives through their charitable initiatives.
 
They now wish to identify experienced Consultant Digital Architects for their Banking and Financial Services Practice experienced in strategising and architecting business enabling technology change. These combined business development, advisory and high level delivery roles, are strongly consultative and highly influential.
 
        
Responsibilities will include:
 	Drive high value client relationships
 	Define and deliver Digital Transformation Journeys, Strategies, Business Cases and Roadmaps
 	Define Technology vision and architecture and enabling initiatives
 	Define Platform/Payments/Channels strategies
 	Define and enable Digital Operating Models
 	Lead the consulting delivery and provide direction to the teams
 	Act as a trusted advisor
 	Help in building domain consulting-based solutions leveraging multiple solution practices.
 	Apply industry domain experience to solve business issues.
 
Candidates should possess a deep understanding in several functional banking domain areas including one or more of:
 	Corporate Banking
 	Private Banking
 	Consumer Banking
 	Wealth Management
 	Lending
 	Transaction Services (Securities, Trade, Cash, Item Processing, GFT, Foreign Exchange)
 	Asset Management
 	Pensions and Retirement Funds
 	Life Insurance
 	General Insurance
 
Please check you meet the following mandatory requirements before applying:
 	Have worked in Tier 1 consulting company for a considerable period as a permanent employee
 	Deep subject matter expertise and knowledge of Digital and Online in financial services including omni-channel convergence, digital transformation, internet and mobile banking
 	Have experience with target account business development, planning and execution (strategic planning, demand generation, opportunity identification, opportunity pursuit, sales closure)
 	Have previously acted as a “trusted advisor” to client executives
 	Have identified and converted opportunities for services into delivered revenue streams
 	Have overseen delivery engagements
 	Have managed all operational aspects of select accounts
 	A graduate
 	Wholly mobile throughout the UK and mainland Europe
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6169-SB.
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our job vacancies page.
 
 

### Customer Experience Management Consultants
Exceptional senior management consultants for global team shaping and delivering leading edge CX solutions across sectors
 
Our client’s global consulting and service integration practice is a key component of how they deliver additional value to their clients, employing exceptional and experienced management consultants. Using their collective industry insight, technology expertise and management consulting know-how, they partner with enterprises worldwide to deliver integrated end-to-end IT and digitally enabled CX and CRM business transformation services.
 
They are a high growth, innovative business offering exceptional consulting careers to talented management consultants keen to work on cutting edge assignments
 
They now seek experienced business facing CRM and Customer Experience Management Consultants to support business development, design and shape value propositions and lead the delivery of multiple workstreams to establish digital ecosystems that will build connections between people, departments and adjacent industries.
 
Our client is seeking management consultants within commuting distance of their London Head Office but able to work with clients across the UK and occasionally Europe.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience at Manager level or above as a management consultant in a UK management consultancy or major IT services employer
 	An understanding of the disruptive impact Mobile, Social, Cloud and Big Data has on customers and organisations
 	Experience of delivering large scale transformation projects covering at least two of the following functional areas: Sales/Marketing Transformation, Sales/Marketing Effectiveness, Customer Service, Lead to Order, Contact Centre Operations, Trade Promotions Management, Sales/Marketing Operations, Channel Management
 	Have sector experience in at least two of the following: Financial Services, Capital Markets, Life Sciences, Manufacturing, Retail, Utilities or Travel, Tourism and Hospitality
 	Must have a degree
 	Must be fully mobile across the UK and occasionally, Continental Europe.
 
 
You will be self-motivated, a team player, thrive on challenge and have the personal gravitas to make an impact.
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6153-SB5.
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
We also have other vacancies in Business Transformation 
 

### Senior Financial Services Consultants - Banking or Insurance
High growth management consulting team in leading IT services major seeks Financial Services Consultants to secure sales, revenue growth and delivery of large transformation programmes.
 
Exceptional career opportunities within the highly successful Management Consultancy business of this leading Global IT and Business Services group.
 
This organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader transformation and cutting edge technology and digital offerings. Within Financial Services they have a truly impressive client base covering many of the top tier players in the UK and Europe.
 
With a mandate to continue its growth strategy in 2019/20, they seek to extend their established Financial Services Management Consulting capability with the hire of experienced and senior retail banking, commercial/corporate banking, wealth management, capital markets or insurance consultants to play lead roles in growing this area. This will require working closely with sales and account teams to secure wins by helping shape deals and provide strategic, high value advisory services at CxO level with their most important clients.
 
These highly influential leadership positions, part of a growing team,  will play a key role in shaping, mobilising and delivering complex, £multi-million transformation projects, often across multiple locations.
 
Successful candidates will be highly experienced management consultants with all the following attributes:
 	Management consulting background including extensive experience in a major brand name management consultancy firm or the consulting practice of a top tier IT firm. This experience must have been gained as a permanent employee
 	Significant and current depth in relevant Financial Services Sectors including leading edge and innovative thought leadership
 	Extensive experience in business development including involvement in sales, proposal/business case development, client management
 	Experience of leading multiple, large scale transformation programmes
 	Graduate
 	Wholly mobile and able to work at client sites across the UK and Europe as required
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6168-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### IT Sourcing and Commercial Consultants
Work closely with the C-suite as trusted advisor to mitigate procurement risks, create competitive advantage, and drive enterprise growth.
 
Our client is an award-winning, high-growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Sourcing plays a vital role in rapidly achieving more efficient, more effective operations, with greater strategic reach and increased business impact. Our client has an increased demand for these skills to help clients to understand current market trends, what suppliers are offering in the next evolution of sourcing propositions and what that means to their organisation.
 
The UK office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities will include:
 	Provide consulting solutions across end to end sourcing life cycle:
 	Develop evidence based sourcing strategies that align to organisational goals and imperatives
 	Execute rigorous, but lean sourcing implementation programmes including drafting and negotiating effective contracts
 	Deliver input and advice to help clients re-mediate problems and maximise value from established key supplier relationships
 	Work closely with procurement and business functions at clients to clearly define and execute sourcing strategies
 	Assess target function effectiveness including processes and baseline data to understand gaps to best practices and develop procurement strategies
 	Manage execution of sourcing strategies including supplier engagement during RFI/ RFP processes and supporting supplier negotiations
 	Create and deliver senior CxO level presentations throughout the consulting engagements
Please check you meet the following mandatory requirements before applying:
 	Likely to come from one of the following backgrounds: a commercial role internal to the corporate world with an IT Procurement , Category Management, Vendor or IT Finance position where you have had alignment to big suppliers OR currently in a relevant IT consultancy role.
 	You will offer the following skills:
 	Business case experience
 	Supplier Trending and Relationship experience (bench marking, market contract trends and insights)
 	Contract management – day to day escalations, cost optimisation challenges
 	Contract Negotiations (RFI, RFP, contract writing, commercial negotiations, cost modelling, service contracting, exit management)
 	Appreciation of IT technical capabilities, but not deep tech experience.
 	License modelling
 	Solution and Innovation and an understanding of what it can influence
 	Service Catalogues and Re-Charge modelling
 	Unit Pricing of IT Contracts
 	You must be fully mobile and able to stay at client locations anywhere in the UK for up to 3 days per week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Manufacturing Consulting Director
Exceptional management consultancy sales & business development role in manufacturing practice of this prestigious firm.
 
This key newly created role in a highly regarded global management consulting firm will offer the opportunity to define and grow a new manufacturing consulting practice area building on existing deep capability and an exceptional client base. They are seeking a talented individual with clear Partner potential.
 
Our client is a highly respected international management consultancy, mid-sized in the UK, with considerable strength in its supply chain practice which it seeks to extend into manufacturing. Clients will be secured through development of existing relationships and acquisition of new business.
 
This new role will own this new practice area and responsibilities will include:
 
 	Defining the sector focus, propositions and go to market approach
 	Leading business development, gaining new business and managing client relationships
 	Selling and delivering supply chain related projects, typically £1m+ per annum
 	Building the consulting team
 
Personal and career development prospects are exceptional.
 
The role will report to the Partner responsible for Operations and Supply Chain services. Candidates could live anywhere in the UK provided they are wholly mobile to travel to the London office and clients as required.
 
Please check you meet the following mandatory requirements before applying:
 
 	Demonstrable recent experience, as a Senior Manager or Director, of building a practice area within a recognised management consultancy practice
 	Proven ability to sell and deliver management consultancy work in the manufacturing sector and current contacts therein
 	Current subject matter expertise in supply chain and operations
 	Wholly mobile
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6166-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Partner: Energy, Utilities and convergent sectors
First rate, unique 'client side' management consulting role: a route to the Board
 
This is an exceptional and unusual opening in a well-established and international 200+ strong management consulting operation, part of a major European energy business. It typically hires top tier management consultants and is seen as a springboard for them to move to future leadership roles in the wider Group.
 
To enable further growth in the UK operations they are seeking an experienced management consultant to join as a Partner, responsible for the joint leadership and development of the practice, sales and account management, oversight of the delivery of key projects and acting as trusted advisor to clients.
 
The role reports to the consulting business's CEO.
 
They focus on the energy value chain from power generation, through distribution to retail, but increasingly other related and convergent  sectors. These include infrastructure, smart cities, mobility/electric-automotive, renewable energy, telecoms and asset intensive industries.
 
Their services encompass the full spread of strategic advisory and delivery capabilities including strategy, assessing disruptive innovations, operating model development, post-merger integration, economics/policy, process/operations, change, transformation and programme management. While proud of their 'internal consulting' heritage the business wins work in full competition with top tier external management and strategy consultancies and is very highly regarded internally. It is also increasingly winning 'non Group' business: currently c30% of its work.
 
Their culture is professional and friendly, avoiding hierarchy, bureaucracy and internal politics. It is entrepreneurial and empowering, encouraging innovation and free thinking.
 
They are wholly committed to individuals’ professional and career development and this practice is seen as a key stepping stone for future senior careers in the broader business. Alumni include CEOs in the group. Career options for those keen to remain in consulting within this expanding team are also excellent.
 
The role will be based from the Central London office, focussed on the UK. While not a high travel post it will require some UK and international mobility albeit the Partner will be in charge of their own diary! Candidates could however live anywhere in the UK and would be expensed accordingly.
 
The significant bonus is highly reliable: invariably paying in the range 90% to 120% of target.
 
Please check you meet the following mandatory requirements before applying:
 	A deep management consultancy track record and career including top tier consultancy employers and recently (or currently) working at Senior Manager or Director level as a management consultant within a highly regarded consulting firm/practice
 	Broad skill set across the consulting life cycle from strategy, business architecture and target operating models, to organisational design, implementation and transformation
 	Experienced in sales and business development, although acting as lead sales person or carrying sales targets is not required
 	Either expert and deep knowledge of the UK energy and utilities market or of convergent, related sectors e.g. infrastructure, smart cities, mobility/electric-automotive, renewable energy, telecoms, asset intensive etc
 	Strong academic background
 	Flexible mobility: willingness to travel and undertake overnight trips on occasion as required
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6164-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will never send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### IT Strategy Sourcing Consultants
Exceptional openings for IT Management Consultants in award-winning high growth IT advisory consulting firm.
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team, typically high calibre IT management consultants and in providing exceptional advisory and consultancy services. Areas of capability include IT strategy, operating model, sourcing, architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Management Consultants at Senior Consultant and Principal Consultant level, with sourcing advisory experience. Candidates will be keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client’s office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	To assist in writing bids and proposals
Please check you meet the following mandatory requirements before applying:
 	Substantial knowledge of IT Sourcing to include: -
- Sourcing strategies to support the build vs. buy decision
- Management of the competitive tender process and contract negotiations
- Vendor and contract management, health checks and optimisation
 
 	Additional experience of at least one of the following: IT Strategy; Enterprise Architecture or Infrastructure Architecture; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/IT service integration
 
 	You should have experience as a Senior IT Management Consultant or Managing Consultant in an established management consultancy or major IT services firm
 
 	Be fully mobile to stay at client location anywhere in the UK for up to 3 days per week.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6160-SB2
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Consultant Solutions Architect, Marketing Technology
A key solutions architect and management consultant in one of the most admired companies in the world advising on marketing automation to drive new approaches and insights into marketing programmes.
 
Our client is a premier IT services, consulting and services company with an exceptional reputation. The world’s leading enterprises are partnering with this innovative firm to plan their strategic digital transformation journeys by outlining bold visions for Customer Experience. Their focus is on enriching customer touchpoints and improving efficiencies to provide a differentiated and competitive experience.
As a result of continued growth, they seek a first rate, experienced digital marketing management consultant and solutions architect to architect and build marketing automation platforms for their clients.
Responsibilities include:
 	Align digital marketing platform design and architecture with client digital marketing capabilities, realities and vision
 	Lead vendor selection for the marketing domain
 	Collaborate in the development of strategic yet actionable digital roadmaps for clients
 	Architect the future delivery of marketing integration with other systems
 	Define requirements for the deliverability of high-volume campaigns
 	Lead client discussions and work with respective teams to craft scalable strategies that implement marketing and enable personalisation initiatives
 	Work with sales teams on proposal development
 	Work across multiple industries to help clients optimise their marketing and sales technology with process automation and data governance
Please check you meet the following mandatory requirements before applying:
 	A number of years’ experience of working in a management consultancy firm in a permanent role
 	A solid background in demand generation or marketing operations with significant exposure to working with Marketing Technologies such as Adobe AEM, Marketo and/or Salesforce Marketing Cloud
 	Experience in leading customer discussions and technical solutioning
 	Superior communications and analytics skills
 	An understanding of marketing processes such as demand generation, customer engagement, digital marketing and communications strategies and tactics
 	Knowledge of data management as it applies to marketing and CRM
 	A degree is mandatory
 	Wholly mobile within the UK and mainland Europe
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6155-SB3
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Enterprise Architect Senior Consultants
Exceptional openings for talented enterprise architects in award-winning high growth IT consulting firm.
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from providing exceptional advisory and consultancy services and building a great team of talented IT management consultants.  Areas of capability include IT strategy, operating model, sourcing, enterprise architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented enterprise architects at Manager and Senior Manager level who are keen to develop and grow their career and work across the most challenging and exciting engagements. This includes driving the delivery of strategic change to effect tangible business benefit and these key individuals will own and lead the delivery of an organisation’s strategic architectural vision.
 
Our client’s office is in Central London:  candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/strategic focus
 	To manage teams on larger assignments
 	To assist in writing bids and proposals and support business development and marketing
Please check you meet the following mandatory requirements before applying:
 	Extensive experience in one or more technical architecture domains with a strong appreciation of the strategic commercial, people and organisational aspects
 	Experience of both enterprise architecture and current leading enterprise applications
 	Have worked as a Senior IT Management Consultant  in an established IT management consultancy practice or major IT services firm: could be client side or independent now
 	Be fully mobile to stay at client location anywhere in the UK for up to 3 nights per week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6160-SB3.
 
 
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
Here are the other Digital vacancies we currently have.

### IT Advisory Consultants
Exceptional openings for talented Management Consultants in award-winning high growth IT consulting firm
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team, typically high calibre IT management consultants and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology  transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Management Consultants who are keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client’s office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	To assist in writing bids and proposals and support business development and marketing
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT Strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/IT service integration
 	You should preferably have experience as a IT Management Consultant in an established management consultancy or major IT services firm
 	Be fully mobile to stay at client location anywhere in the UK for up to 3 nights per week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB3
 
WE REPLY TO ALL JOB APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### CIO Advisory & IT Strategy Management Consultants
Exceptional openings for talented Management Consultants in award-winning high growth IT consulting firm
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team, typically high calibre IT management consultants and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, operating model, sourcing, architecture, technology  transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Management Consultants at Senior Consultant and Principal Consultant level, keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client’s office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	In more senior roles, management consultants will oversee one or more delivery accounts on a day-to-day basis, acting as the primary point of contact, developing business within the account and ensuring client satisfaction and profitability
 	To assist in writing bids and proposals
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT Strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/IT service integration
 	You should preferably have experience as a Senior IT Management Consultant or Managing Consultant in an established management consultancy or major IT services firm
 	Be fully mobile to stay at client location anywhere in the UK for up to 3 nights per week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB2
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Vice President Consulting Sales Director Germany
Key Industrial sector business development role for fluent German speaker in a leading performance improvement consulting firm  
 
Our client is a global and highly regarded business consulting firm. They design, implement and accelerate operational and digital transformation. They partner with organisations to transform performance, create an agile workforce, increase profitability and propel top line growth.
 
Their client base comprises world-class Fortune 500 companies.
 
Continued strong performance has created an opportunity for a first class Consulting Sales Director as a key part of the European leadership team. While this is a “hunter” role it is supported by a strong lead generation and marketing capability as well as an exceptional brand name.
 
The role can be based from the London or Frankfurt offices but candidates could live anywhere in the UK or Germany and need to be wholly mobile.
 
Responsibilities of the role:
 
 	Build and grow a portfolio of clients to expand business in Germany within the Industrials sector, focusing on any one of: Aerospace, Process Manufacturing, Food and Beverage, Heavy Industry, Chemicals, Engineering or Automotive.
 	Target C-level executives within prospective organisations
 	Educate prospective clients in the value of digital, operational and culture change
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resource to demonstrate the capability to deliver
 
Please check you meet the following mandatory requirements before applying:
 
 	Has a proven recent track record of selling complex, big ticket B2B offerings (£1m plus) including change and transformation
 	Extensive evidence of building relationships at C-suite level
 	Recent experience and depth in the Industrials sector (see above)
 	Business fluent German
 	Wholly mobile
 
The successful candidate can look forward to uncapped financial earnings in addition to a full benefits package.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the EU.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6162-SB
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### IT Strategy Management Consultants
Exceptional openings for talented IT Management Consultants in award-winning high growth IT advisory firm
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in the team, typically high calibre IT management consultants and in providing exceptional advisory and consultancy services in the areas of IT strategy, sourcing, technology, transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Management Consultants at Senior Consultant and Principal level, keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client’s office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	In more senior roles, management consultants will oversee one or more delivery accounts on a day-to-day basis, acting as the primary point of contact, developing business within the account and ensuring client satisfaction and profitability
 	To assist in writing bids and proposals
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT Strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/IT service integration
 	You should preferably have experience as a Senior IT Management Consultant or Managing Consultant in an established management consultancy or major IT services firm
 	Be fully mobile to stay at client location anywhere in the UK for up to 3 nights per week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience and who have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference 6160-SB2.
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
 

### Marketing CX Solutions Architect
A key solutions architect and management consultant role in one of the most admired companies in the world advising on marketing automation to drive new approaches and insights into marketing programmes.
 
Our client is a premier IT services, consulting and services company with an exceptional reputation. The world’s leading enterprises are partnering with this innovative firm to plan their strategic digital transformation journeys by outlining bold visions for Customer Experience. Their focus is on enriching customer touchpoints and improving efficiencies to provide a differentiated and competitive experience.
 
As a result of continued growth, they seek a first rate experienced digital marketing management consultant and solutions architect to architect and build marketing automation platforms for their clients.
 
Responsibilities for this exceptional management consultant post include:
 	Plan and deliver consulting assignments
 	Advise on Marketing Automation and vendor selection
 	Lead ‘Design Thinking’ workshops to produce digital marketing roadmaps
 	Develop recommendations and proposals
 	Act as an SME in sales and marketing
 	Support/participate in business development activities
 	Assist with project and delivery management
Candidates can live anywhere in the UK providing they are wholly mobile.
 
Please check you meet the following mandatory requirements before applying:
 	A number of years’ recent experience as a management consultant in an established consultancy firm or digital agency in a permanent role
 	Extensive experience of working with Marketing Technologies such as Adobe AEM, Marketo and/or Salesforce Marketing Cloud
 	Strong business level understanding of digital technologies and marketing processes
 	Excellent communication skills
 	Ability to lead client discussions
 	A degree is mandatory
 	Wholly mobile within the UK and mainland Europe
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in the strictest confidence, quoting reference 6155-SB2
 
WE REPLY TO ALL JOB APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Other vacancies in Business Transformation 
and other vacancies in Change Management
 

### IT Strategy IT Advisory Management Consultants
Exceptional openings for talented IT Management Consultants in award-winning high-growth firm
 
Our client is an award winning, high growth IT strategy and IT advisory management consultancy. Their success comes from investment in high calibre management consultants and provision of exceptional advisory and consultancy services in the areas of IT strategy, sourcing, technology, transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Management Consultants at Senior Consultant and Manager level, keen to develop and grow their career and work across the most challenging and exciting engagements.
 
Our client’s office is in London but candidates can live and be based anywhere in the UK and will need to travel to their UK wide clients as required.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	In more senior roles, management consultants will oversee one or more delivery accounts on a day-to-day basis, acting as the primary point of contact, developing business within the account and ensuring client satisfaction and profitability
 	To assist in writing bids and proposals.
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT Strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/delivery
 	You should be working as a Senior Management Consultant or Manager in an established management consultancy or major IT services firm
 	Be fully mobile to stay at client location for up to 3 nights per week.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB2
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
 

### Senior CRM Consultant
An unrivalled opportunity to join a small, highly skilled global team engaged in the shaping and delivery of sophisticated CX and CRM consulting solutions across multiple business sectors.
 
Our client’s global consulting and service integration practice is a key component of how they deliver additional value to their clients. Using their collective industry insight, technology expertise and consulting know-how, they partner with enterprises worldwide to deliver integrated end-to-end IT and digitally enabled business transformation services.
 
They are a high growth, cutting edge business offering exceptional consulting careers to talented consulting professionals.
 
They now seek experienced business facing CX and CRM Consultants to support business development, design and shape value propositions and lead the delivery of multiple workstreams to establish digital ecosystems that will build connections between people, departments and adjacent industries.
 
Please check you meet the following mandatory requirements before applying:
 
 	A number of years’ experience of working for a recognised UK management consultancy working on consulting engagements and large-scale transformation projects with a CX/CRM focus
 	An understanding of the disruptive impact Mobile, Social, Cloud and Big Data has on customers and organisations
 	Experience of delivering projects covering at least two of the following functional areas: Sales Transformation, Sales Effectiveness, Customer Service, Lead to Order, Contact Centre Operations, Trade Promotions Management, Sales Operations, Channel Management
 	Have sector experience in at least two of the following: Financial Services, Capital Markets, Life Sciences, Manufacturing, Retail, Utilities or Travel, Tourism and Hospitality
 	Must have a degree
 	Must be fully mobile across the UK and occasionally, Continental Europe
 
You will be self-motivated, a team player, thrive on challenge and have the personal gravitas to make an impact.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
WE REPLY TO ALL JOB APPLICATIONS!
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6153-SB.
To see our full list of career opportunities, please visit our Job Vacancies page.

### IT Strategy and Advisory Consultants
Exceptional UK-wide openings for talented Technology Management Consultants in award-winning high growth management consultancy
 
Our client is an award winning, high growth IT advisory management consultancy. Their outstanding success is a direct result of investment in both high calibre people and the provision of exceptional advisory and consultancy services in the areas of IT strategy, sourcing, technology, transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
As a result of their continued expansion they are seeking talented IT Strategy and Advisory Consultants at Senior Consultant and Manager level, keen to develop and grow their career and work across the most challenging and exciting engagements. Candidates can be based anywhere in the UK.
 
Responsibilities:
 	To deliver client assignments with high commercial impact, technical complexity and/or a strategy focus
 	To manage teams on larger assignments
 	In more senior roles, to manage one or more delivery accounts on a day-to-day basis, acting as the primary point of contact, developing business within the account and ensuring client satisfaction and profitability
 	To assist in writing bids and proposals
Please check you meet the following mandatory requirements before applying:
 	Experience of two or more of: IT strategy; Enterprise Architecture or Infrastructure Architecture; IT Sourcing; managing large IT change/transformation programmes; IT Optimisation/IT service strategy/delivery
 	You should be working at Senior Consultant or Manager level in a consulting, IT services or large SI organisation
 	Be fully mobile for up to 3 nights per week from any location in the UK
 
We can only accept job applications from candidates who meet the essential selection criteria above and are currently based in the UK, with UK consulting experience.
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6160-SB.
To see our full list of career opportunities, please visit our Job Vacancies page
 
 

### Consulting Sales Director -bilingual German
Key Industrial sector business development role for bilingual German speaker in a leading performance improvement consulting firm
 
This role is suitable for bilingual German speakers only.
 
Our client is a global and highly regarded business consulting firm. They design, implement and accelerate operational and digital transformation. They partner with organisations to transform performance, create an agile workforce, increase profitability and propel top line growth.
 
Their client base comprises world-class Fortune 500 companies.
 
Continued strong performance has created an opportunity for a first class Consulting Sales Director as a key part of the European leadership team. While this is a “hunter” role it is supported by a strong lead generation and marketing capability as well as an exceptional brand name.
 
The role can be based from the London or Frankfurt offices but candidates could live anywhere in the UK or Germany and need to be wholly mobile.
 
Responsibilities of the role:
 
 	Build and grow a portfolio of clients to expand business in Germany within the Industrials sector, focusing on any one of: Aerospace, Process Manufacturing, Food and Beverage, Heavy Industry, Chemicals, Engineering or Automotive.
 	Target C-level executives within prospective organisations
 	Educate prospective clients in the value of digital , operational and culture change
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resource to demonstrate the capability to deliver
 
Please check you meet the following mandatory requirements before applying:
 
 	Has a proven recent track record of selling complex, big ticket B2B offerings (£1m plus) including change and transformation
 	Extensive evidence of building  relationships at C-suite level
 	Recent experience and depth in the Industrials sector (see above)
 	Bilingual German
 	Wholly mobile
 
The successful candidate can look forward to uncapped financial earnings in addition to a full benefits package.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the EU.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6162-SB2
 
WE REPLY TO ALL JOB APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
 
 
 

### Principal IT Management Consultant - Architecture & Operating Model
Exceptional opening for talented IT Management Consultant in award-winning high growth firm
 
Our client is an award winning, high growth IT strategy and IT management consultancy. Their success comes from investment in the team and in providing exceptional advisory and consultancy services.  Areas of capability include IT strategy, technology operating model, sourcing, IT architecture, technology transformation and optimisation. They work across all business sectors with a truly impressive client list and exceptional levels of repeat business.
 
Our client offers an exceptional culture and fast track career progression and significant promotion potential. You will have the opportunity to thrive in a supportive environment with exciting and fulfilling career development. Employees have independence, empowerment and influence – making it a fantastic place to work.
 
As a result of their continued expansion, they are seeking an IT Management Consultant at Principal Consultant level to join their fast-growing Strategy and Architecture practice. A specific focus will be Infrastructure and/or Enterprise Applications.
 
You review the client’s current technology, services, processes, standards and roadmaps to provide a baseline. You will develop IT operating models and architecture roadmaps and agree the business case before overseeing the transition and transformation.
 
Salary and package:
Salary in the range £75,000 – £95,000 + generous performance related bonuses + benefits
 
Location and mobility:
The office is in The City of London but Consultants can have a home base anywhere in the UK and will be expensed accordingly. You must be fully mobile and willing to stay at client locations for two nights per week and visit the London office, as required.
Please check you meet the following mandatory requirements before applying:
 
 	Have worked as an IT Management Consultant in an established IT management consultancy practice or major IT services firm: could now be client side or independent
 	Very good understanding and experience of enterprise architecture and associated methodologies eg Zachman, Togaf and experienced in developing IT operating models
 	Deep experience in Infrastructure i.e. datacentre consolidation/Cloud OR Enterprise Applications/CRM i.e. consolidation of legacy systems.
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 5683-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page

### Vice President Consulting Sales Director
Key Industrial sector business development role in a leading performance improvement consulting firm.
 
Our client is a global and highly regarded business consulting firm. They design, implement and accelerate operational and digital transformation. They partner with organisations to transform performance , create an agile workforce, increase profitability and propel top line growth.
 
Their client base comprises world-class Fortune 500 companies.
 
Continued strong performance has created an opportunity for one or more  first class Consulting Sales Directors as a key part of the UK leadership team. These are “hunter” roles but supported by a strong lead generation and marketing capability as well as an exceptional brand name.
 
The roles are based in London:  candidates could live anywhere in the UK and need to be wholly mobile.
 
Responsibilities of the role:
 
 	Build and grow a portfolio of clients to expand business in the UK within the Industrials sector, focussing on Aerospace, Airline/Transport, Process Manufacturing, Food and Beverage, Heavy Industry, Chemicals, Engineering and/or Automotive.
 	Target C-level executives within prospective organisations
 	Educate prospective clients in the value of digital , operational and culture change
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resource to demonstrate the capability to deliver
 
Please check you meet the following mandatory requirements before applying:
 
 	Has a proven recent track record of selling complex, big ticket B2B offerings (£1m plus) including change and transformation
 	Extensive evidence of building  relationships at C-suite level
 	Recent experience and depth in the Industrials sector (see above)
 	Wholly mobile and comfortable with London base
 
The successful candidate can look forward to uncapped financial earnings in addition to a full benefits package.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6158-SB
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Strategy Director
Key strategy role working with CEO and ExCo of pre-eminent global business services/advisory firm
 
Our client is the world’s leading global risk consultancy with employees based across 37 countries and 5 continents. As advisors to over 75% of the Fortune 500, they help organisations to grow whilst remaining secure, compliant and resilient in an age of complex and often hostile business environments.
 
You will play a key role in the development and delivery of the company strategy across multiple service lines, technologies and geographies providing the direction to ensure considered and informed decision making.  Please note this is NOT a client consulting role.
 
Reporting to a Board Director you will work closely with the CEO and other business leaders across a broad range of initiatives and business critical projects.
 
The nature of this high profile is that there will be strong future career development potential: the last two job holders have moved internally.
 
We will consider candidates with differing levels of experience but please check you meet the following mandatory requirements before applying.
 	Strategy background with a proven ability to devise, communicate and implement successful strategies to drive business growth
 	Experience of working with senior leaders, acting as a trusted source of advice and analysis
 	Preferably experience of working effectively in a matrix environment across multiple service lines and regions
 	A strong business acumen with a good understanding of the design and implementation of organisational and productivity enhancing change initiatives
 	Ideally experience of working within a b2b or professional services environment with exposure to large scale digital transformation programmes
 	A good degree from a Tier 1 university
 
You will work alongside a remarkably diverse workforce with a vast array of expertise across a range of disciplines and within a high-performance culture that is in a constant state of evolution.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6157-SB2
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Other strategy roles are available here

### Business Development Consultant
Key role in a leading operations consulting firm helping to build business in Professional Services with a focus on Industrials  
 
Our client designs, implements and accelerates operational and digital transformation through engagement with people. They partner with organisations to transform operations, create an agile workforce, increase profitability and propel top line growth.
 
Their client base is global and comprises world-class Fortune 500 companies.
 Responsibilities of the Business Development Consultant role: 
 	Build and grow a portfolio of clients to expand business in the UK within the Industrials sector, focusing on Aerospace, Process Manufacturing, Food and Beverage, Heavy Industry, Chemicals, Engineering and/or Automotive
 	Target C-level executives within prospective organisations
 	Educate prospective clients in the value of behavioural and operational change
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resources to demonstrate the capability to deliver.
Please check you meet the following mandatory requirements before applying:
 	Proven track record of selling complex, big ticket B2B offerings (£1m plus)
 	Proven track record of selling to C-Suite executives
 	Ability to build relationships at CEO level
 	Extensive experience of selling a service, ideally behavioural and/or operational change into the Industrials sector (refer to list above)
 	Whilst a consulting background might be advantageous, it is not essential for this role.
The successful candidate can look forward to uncapped financial earnings in addition to a full benefits package.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6158-SB
 
 To see our full list of career opportunities, please visit our Job Vacancies page.

### Strategy and Operations Consultant
Exceptional strategic transformation and change role for experienced management consultant in leading Financial Services group.
 
Our client, a leading and very highly regarded financial services group serving the commercial and consumer sectors, seeks an exceptional management consultant, with experience at Manager level or beyond, for this key business role.  The role reports to the Global Head of Consulting who in turn reports direct to the Global COO.
 
The individual will be supporting the impressive Head of a  major business unit and provide strategic and operational transformational change through the delivery of a portfolio of projects  across the EMEA operations (of which the UK is the key area) including leading edge strategic and innovative digitally enabled initiatives. A particular area of focus will be retail sales and distribution.
 
Responsibilities of the role:
 
 	Manage relationships and develop credibility with key senior stakeholders at board level
 	Project delivery of critical and high visibility strategic initiatives and cross functional projects
 	Strategic business analysis and planning as well as transformation and business improvement
 	Occasional travel (but not a high mobility role)
 
There is excellent career potential for a talented and successful management consultant in this high profile role.
 
Mandatory applicant requirements:
 
 	Management level (or higher) in a leading management consultancy firm. Could now be working “client side” in a relevant role.
 	Experience managing multiple strategy, change or transformation projects in financial services (but deep FS experience not essential)
 	Good degree
 	Strong leadership and coaching skills
 	Ambition and drive as demonstrated through consistent career progression
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6156-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.

### Management Consultant:  Financial Services Strategy and Operations
Partner potential vacancy in award winning consulting firm for management consultant with Retail Banking or Insurance experience
 
My client is an award-winning mid-sized strategy and transformation consultancy,  delivering real and lasting results for businesses across multiple industries, with a focus on maximising growth, optimising profit and operational and performance improvement.
 
They seek an experienced and senior management consultant with Financial Services experience.
 
The practice continues to go from strength to strength, with specific focus in the Retail Banking and Insurance sectors.
 
In this role you will work alongside the Partner to both manage major client projects and play a key role in sales and business development.
 
This is an exceptional opportunity for a high potential management consultant to join a dynamic, growing consulting firm in a high-impact role with the opportunity for fast-track progression to Partner.
 
The role is London based but candidates could be located anywhere in the UK.
 
Responsibilities include:
 
 	Designing and managing significant strategy and business transformation programmes: leading teams of consultants to deliver substantial financial benefits and improved ways of working for clients.
 
 	Contributing significantly to sales and business development within the Financial Services sector, both engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Financial Services sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience within an established and highly regarded consulting practice, managing the delivery of business transformation and performance improvement projects, at Senior Manager+ level
 	Sector depth in Retail Banking or Insurance
 	Experience more than one of: strategy, customer value growth, cost reduction, sales optimisation, digital transformation, change management, performance improvement
 	A demonstrable track record of consultancy sales and business development: developing client relationships, building a strong network and winning consulting business
 	Strong academic background including a good degree
 	Flexibility to undertake UK and European travel
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, have a current Right to Work in the UK and are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6126-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
Other strategy roles are also available here .
 

### Strategy Director
Key role working with CEO and ExCo of pre-eminent global business services/advisory firm
 
Our client is the world’s leading global risk consultancy with employees based across 37 countries and 5 continents. As advisors to over 75% of the Fortune 500, they help organisations to grow whilst remaining secure, compliant and resilient in an age of complex and often hostile business environments.
 
You will play a key role in the development and delivery of the company strategy across multiple service lines, technologies and geographies providing the direction to ensure considered and informed decision making.  Please note this is NOT a client consulting role.
 
Reporting to a Board Director you will work closely with the CEO and other business leaders across a broad range of initiatives and business critical projects.
 
The nature of this high profile position is that there will be strong future career development potential: the last two job holders have moved internally.
 
Please check you meet the following mandatory requirements before applying:
 
 	Strategy background with a proven ability to devise, communicate and implement successful strategies to drive business growth
 	Experience of working with senior leaders, acting as a trusted source of advice and analysis
 	Experience of working effectively in a matrix environment across multiple service lines and regions
 	A strong business acumen with a good understanding of the design and implementation of organisational and productivity enhancing change initiatives
 	Ideally experience of working within a b2b or professional services environment with exposure to large scale digital transformation programmes
 
You will work alongside a remarkably diverse workforce with a vast array of expertise across a range of disciplines and within a high performance culture that is in a constant state of evolution.
 
This position is likely to appeal to an individual who has a strong interest in global current affairs, particularly politics and security issues.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6157-SB
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Other Business transformation roles are available here.
 

### Solutions Architect – Digital Marketing
This is a key role within the management consultancy division of one of the most influential and recognised companies in the world. Your remit will be to architect and build marketing automation platforms that will automate repetitive tasks whilst providing the tools to develop stronger customer relationships and deliver personalised customer experience at scale.
 
 
Persona based segmentation is the key to understanding the customer and to delivering customised marketing campaigns. The purpose of this role is to build and architect platforms that allow sales and marketing teams to work together to co-create a seamless and highly personalised experience for buyers, give sales teams access to marketing approved resources and deliver targeted, on-brand content and messaging to buyers at every stage in the sales cycle.
 
Responsibilities include:
 	Leading customer conversations on the enhancement of marketing operations through technology
 	Defining data architectures to support marketing automation
 	Working with sales teams on proposal development
 	Working across multiple industries to help clients optimise their marketing and sales technology with process automation and data governance
 	Working as a member of a high performing consulting team
Please check you meet the following mandatory requirements before applying:
 	A number of years’ experience of working in consulting or for a digital agency in a permanent role
 	Significant exposure to working with Marketing Technologies such as Adobe AEM, Marketo and/or Sales-force Marketing Cloud
 	Process engineering skills
 	Experience in leading customer discussions and technical solutioning
 	An understanding of marketing processes such as campaign management and advertising
 	Knowledge of data management as it applies to marketing and CRM
 	A degree is mandatory
 	Wholly mobile within the UK and mainland Europe
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
Please apply to Sheila Bradbury  in strictest confidence, quoting reference: 6155-SB.
 
To see our full list of career opportunities, please visit our Job Vacancies page
 
 

### Senior Customer Experience CRM Business Management Consultants
An unrivalled opportunity for CRM Business Management Consultants to join a small, highly skilled global team shaping and delivering leading edge Customer Experience solutions  across multiple business sectors
Our client’s global consulting  practice is a key component of how they deliver value to their clients. Using their collective industry insight, technology expertise and consulting know-how, they partner with enterprises worldwide to deliver integrated end-to-end IT enabled business transformation services.
 
By tapping into their worldwide pool of resources – onsite, offshore and nearshore, their high calibre management consultants leverage solution accelerators & practice capabilities and enable enterprises to realise significant return on their digital and CRM investments.
 
 
They now seek experienced and senior CX/CRM Business Management Consultants to support business development initiatives, design and shape value propositions and lead the delivery of multiple workstreams to establish digital ecosystems that will build connections between people, departments and adjacent industries.
 
Please check you meet the following mandatory requirements before applying:
 
 	A number of years’ experience recently working in a permanent role for a recognised UK management consultancy or highly regarded boutique working on consulting engagements (including pre-sales) and large-scale transformation  projects with a CX/CRM focus
 	An understanding of the disruptive impact Mobile, Social, Cloud and Big Data has on customers and organisations
 	Knowledge of CX/CRM conceptual architecture components, e.g. Mobile, ECM, BPM, BI etc. to enable direction setting for architecture teams to establish solution foundations for transformation
 	Have sector experience in at least two of the following: Financial Services, CMI, Health, Life Sciences, Manufacturing, Retail, Utilities and/or Travel, Tourism and Hospitality
 	Must be degree level qualified
 
You will be self-motivated, a team player, thrive on challenge and have the personal gravitas to make an impact. Candidates must be fully mobile across UK.
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6131-SB4.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 
To see other job opportunities in digital consultancy click here
To see other job opportunities in change management consultancy click here
To see other job opportunities in project and programme management click here
 

### Senior Transformation Management Consultant
Low travel Principal role for exceptional senior transformation management consultant in high growth firm.
 
This 5 year old firm already employs 60 management consultants and is on a mission to provide the best transformation and change experience for clients and the best and most exciting environment for its staff. The firm is fun, collaborative and values led- especially excellence and integrity.
 
Their management consultants work with exceptional clients, deploying small high energy teams to really make a difference. Their services concentrate on the areas organisations find most challenging: business and digital change. They make change happen, from operating model design to delivery.
 
They work across sectors and much of their client base is in the South East so they offer great work/life balance to the talented management consultants in the team.
 
As a result of continued growth they seek experienced management consultants with experience at Senior Manager level to play a lead role in managing assignments and contributing to the growth and success of the business, including business development.
 
They are seeking ambitious consultants with the clear potential for upward career development.
 
Please check you meet the following mandatory requirements before applying:
 
 	A number of years’ experience as a management consultant in a major firm or highly regarded boutique
 	Proven track record leading multiple major programmes and projects
 	End to end business transformation experience from target operating model design to delivering change
 	Entrepreneurial flair including  involvement in sales and business development
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6151-CS
 
WE REPLY TO ALL JOB APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
View other Digital vacancies we are handling.
See other job opportunities in Transformation 
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Principal Strategy Management Consultant
Equity potential lower travel Principal Strategy Management Consultant role in high growth boutique strategy firm for ambitious Management Consultant
 
Our client is a small but high growth international strategy management consultancy firm. They provide CxO and board level strategic support to advanced manufacturing and technology (not IT) businesses covering growth, market, M&A, business and related strategies.
 
The business has ambitious plans, wins work against leading strategy consultancy firms, is informal, friendly and professional and offers work life balance in a great location near Cambridge.
 
As a result of growth they have a new requirement for an experienced Strategy Management Consultant, at Senior Manager/Principal level to assume responsibility for the overall delivery of client projects, reporting to the Managing Director with a team of 3 exceptional staff. The role will be mainly office based and involve typically 2-3 short trips a month to clients internationally: candidates need to be flexible but this is not a high travel role.
 
This exceptional business is offering a great opportunity for a Management Consultant to play a key role in the growth of the firm which is specifically considering succession planning and Director/MD potential in this appointment.
 
Please check you meet the following mandatory requirements before applying:
 	Several years’ recent experience as a Management Consultant in a highly regarded management consultancy or advisory firm at Manager/Principal level i.e. managing and leading multiple engagements
 	Broad strategy consultancy experience covering several of: growth and market entry strategy, M&A, corporate finance, due diligence
 	languages attractive but not essential
 	ideally STEM background or experience of advanced manufacturing and technology (not IT) sectors in an international environment
 	Good 1st degree and potentially post graduate qualifications.
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6148-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
View other strategy consulting jobs we are handling. 
To see other job opportunities in manufacturing click here 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Principal Consultant:  Financial Services Strategy and Operations
Partner potential role in award winning firm for Principal Consultant with Retail Banking or Insurance experience
My client is an award-winning mid-sized strategy and transformation consultancy,  delivering real and lasting results for businesses across multiple industries, with a focus on maximising growth, optimising profit and operational and performance improvement.
 
The Financial Services Consulting practice continues to go from strength to strength, with specific focus in the Retail Banking and Insurance sectors.
 
In this role as Principal Consultant you will work side by side with the Partner leading the Financial Services Consulting practice, to manage major client projects and play a key role in business development.
 
This is an exceptional opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
 
The firm and the role is London-based but candidates could be located anywhere in the UK.
 
The role will involve:
 
 	Designing and managing significant strategy and business transformation programmes: leading teams of consultants to deliver substantial financial benefits and improved ways of working for clients.
 
 	Contributing significantly to the development of business within the Financial Services sector, engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Financial Services sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience within in an established and highly regarded consulting practice, managing the delivery of business transformation and performance improvement projects, at Senior Manager+ level.
 	Depth in either Retail Banking or Insurance but with some exposure to the other desirable
 	Experience in more than one of: strategy, customer value growth, cost reduction, sales optimisation, digital transformation, change management, performance improvement
 	A demonstrable track record of sales and business development: developing client relationships, building a strong network and winning consulting business
 	Strong academic background including a good degree
 	Flexibility to undertake UK and European travel
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, have a current Right to Work in the UK and are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6126-CS3.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation consultancy click here.
To see other job opportunities in financial services click here.

### Supply Chain Consultant
Fantastic new and broad roles in high growth business consulting arm of pre-eminent technology major.
 
An unrivalled opportunity for senior and experienced Supply Chain Business Consultants to join a small, innovative and fast growing practice within one of the most highly regarded technology firms.  This highly skilled European team is shaping and delivering leading edge solutions across multiple business sectors.
 
Our client’s global consulting practice is a key component of how they deliver value to their clients. Using their collective industry insight, technology expertise and consulting know-how, they partner with enterprises worldwide to deliver integrated end-to-end IT enabled business transformation services.
 
By tapping into their worldwide and exceptional pool of resources – onsite, offshore and nearshore, their high calibre consultants leverage solution accelerators & practice capabilities and enable enterprises to realise significant return on their digital and supply chain investments.
 
They now seek experienced and senior Supply Chain Business Consultants to support business development initiatives, design and shape value propositions and innovative solutions and to lead the delivery of multiple business transformation workstreams.
 
Please check you meet the following mandatory requirements before applying:
 
 	A number of years’ experience including recently working in a permanent role for a recognised UK management consultancy or highly regarded boutique on consulting engagements (including pre-sales) and large-scale technology enabled transformation projects with a supply chain focus
 	While a generalist you should have specific experience in one or more of: logistics, planning, digital, MRO/aftermarket, omnichannel, JDA
 	Have sector experience in at least one of the following: manufacturing, retail, CPG, aerospace and defence, life sciences/pharma, transport, infrastructure and a willingness to work across sectors
 	Must be degree qualified.
 
You will be self-motivated, a team player, thrive on challenge and have the personal gravitas to make an impact.
 
Candidates must be fully mobile across the UK and Northern Europe and could live anywhere in UK or Northern Europe.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6150-CS .
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in Project and Programme Management click here
To see other management consulting job opportunities in Digital Consultancy click here
 

### Consulting Programme Directors - Banking or Insurance
High growth consulting part of leading technology and services major seeks experienced and senior Financial Services Consultants to shape and deliver major transformation programmes
 
Exceptional career opportunities for Financial Services Consultants within the highly successful Management Consultancy business of this leading Global IT and Business Services group.
 
This organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader transformation and cutting edge technology and digital offerings. Within Financial Services they have a truly impressive client base covering many of the top tier players in the UK and Europe.
 
With a mandate to continue its growth strategy in 2018/19, they seek to extend their established Financial Services Consulting capability with the hire of experienced and senior retail banking, commercial/corporate banking or insurance consultants to play lead roles in growing this area, working to provide strategic, high value advisory and transformation delivery services at CxO level with their most important clients.
 
These highly influential positions will be responsible for the delivery of major transformation, change and technology consulting programmes. As part of a growing team these leadership openings will play a key role in shaping, mobilising and delivering complex, £multi-million projects, often across multiple locations.
 
Successful candidates will be highly experienced management consultants with all of the following:
 
 	Management consulting background including several years’ experience in a major brand name management consultancy firm or consulting practice of a top tier IT firm. This experience must have been gained as a permanent employee
 	Significant depth and recent experience in relevant Financial Services Sectors
 	Knowledge of Digital/Online banking including omni-channel convergence, internet and mobile banking
 	Experience of leading multiple, large scale transformation programmes
 	Broader business development including any one of: sales, proposal/business case development, client management
 	Graduate
 	Wholly mobile and able to work at client sites across the UK and Europe as required
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6142-SB2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in Change Management click here
To see other job opportunities in Sales/Business Development click here
 
 

### Financial Services Consulting Director
Partner potential role in award-winning firm for consultant with Retail Banking, Commercial Banking or Insurance experience
 
 
My client is an award-winning mid-sized strategy and transformation consultancy,  delivering real and lasting results for businesses across multiple industries, with a focus on maximising growth, optimising profit and operational and performance improvement.
 
The Financial Services Consulting practice continues to go from strength to strength, with a particular focus on the Retail Banking, Commercial Banking and Insurance sectors.
 
In this role, you will work side by side with the Partner leading the Financial Services practice to manage major client projects and play a key role in business development.
 
This is an exceptional opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
 
The role will involve:
 
 	Designing and managing significant business transformation programmes; leading teams of consultants to deliver substantial financial benefits and improved ways of working for clients.
 
 	Contributing significantly to the development of business within the Financial Services sector, engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Financial Services sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience within an established and highly regarded consulting practice, managing the delivery of business transformation and performance improvement projects, at Senior Manager+ level.
 	Depth in the Financial Services sector, including focus in any one or more of Retail Banking, Insurance or Commercial Banking
 	Experience in one or more of: customer value growth, cost reduction, sales optimisation, digital transformation, change management, performance improvement
 	A demonstrable track record of developing client relationships, contributing to successful business development activity, and winning repeat consulting business through effective delivery.
 	Strong academic background including a degree from a top UK university or equivalent.
 	Flexibility to undertake regular UK and European travel, staying away from home as required.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6126-CS.
 
WE REPLY TO ALL JOB APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
See other job opportunities in financial services.

### Business Transformation Directors- CX/CRM
Interfacing with existing and prospective clients across all sectors, your focus will on the Front Office, advising on and delivering transformative marketing, sales and customer experience solutions to include sales execution, channel optimisation and digital customer engagement.
 
To become truly customer-centric, companies need to effectively leverage digital technologies and transform their primary interface with prospective and existing customers through the Front Office.
Our client is seeking a number of senior people to join their Enterprise Transformation Practice. They will lead Business Change Teams, acting in a key engagement role with the client, defining, selling and delivering the complete solution to transform the sales, marketing and customer service dimensions of their business and operating models. They will have the ability to grasp the business vision and translate this into innovative ‘win-win’ transformation solutions, thereby positioning themselves as a ‘Trusted Advisor’.
 
Please check you meet the following mandatory requirements before applying:
 
 	Significant recent experience of working for a recognised management consultancy firm as a permanent employee
 	Experience in leading the sale and delivery of transformational programmes with a large downstream implementation element, ideally valued in excess of £20m
 	Implementation experience of Sales, Marketing, Customer Services solutions such as: CRM, eCommerce, Marketing, Cloud, Digital Solutions
 	Siginificant experience in proposal writing and business case development
 	Experience of working with multi-national companies in multi-cultural environments
 	A degree is mandatory
 	Have strong business and commercial acumen; gravitas around executive management; customer focus; be comfortable dealing with ambiguity and complexity.
 	You must be highly mobile, i.e. willing to work away from home 5 days/week
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6141-SB3.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation click here 
To see other job opportunities in change management click  here
 

### Strategy Consultant Analyst
Exceptional Strategy Consultant Analyst role in high growth boutique strategy firm
 
Our client is a leader in its field, a small but high growth international strategy firm providing CxO and board-level support to top tier companies’ growth, market, M&A, business and related strategies. Their clients are advanced manufacturing and hi-tech businesses using cutting edge material technologies in UK, Europe, the US and Japan. This is a very exciting and dynamic field!
 
The business has ambitious plans, wins work against leading strategy firms, is informal, friendly and professional and offers exceptional work-life balance in a great location.
 
As a result of growth, they have a new requirement for a strategy consultant analyst to join an exceptional delivery team focussed on research, analysis and the delivery of client projects across growth strategy development, growth acceleration planning, managing mergers and acquisitions, developing strategic partnerships and sourcing and managing growth finance.
 
This high potential business is offering a great opportunity for a professional at the early stage of their career to play a key role in the success of the firm.
 
Located in an attractive business park near Cambridge there may be occasional international travel to clients.
 
Please check you meet the following mandatory requirements before applying:
 	Relevant post-graduate experience gained in a first-rate consulting, banking or other professional capacity
 	Exceptional 1st degree and potentially postgraduate qualifications
 
We can only accept job applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Chris Sale  in strictest confidence, quoting reference: 6149-CS
 
WE REPLY TO ALL JOB APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
See other job opportunities in strategy.
 

### Principal Strategy Consultant
Exceptional role: equity potential, low travel strategy consultant job in high growth boutique firm
 
Our client is a leader in its field, a small but high growth international strategy consulting firm providing CxO and board level support to top tier companies’ growth, market, M&A, business and related strategies. Their clients are advanced manufacturing and hi-tech businesses using cutting edge material technologies in UK, Europe, US and Japan. This is a very exciting and dynamic field!
 
The business has ambitious plans, wins work against leading strategy firms, is informal, friendly and professional and offers exceptional work-life balance in a great location.
 
As a result of growth they have a new requirement for an experienced strategy consultant, at Manager/Principal level to assume responsibility for the overall delivery of client projects, reporting to the Managing Director, with a team of 3 exceptional staff.
 
This excellent business is offering a great opportunity for a consulting professional to play a key role in the growth of the firm which is specifically considering succession planning and Director/MD potential in this appointment.
 
The role will be office-based in an attractive business park near Cambridge and involve typically 2-3 short trips a month to clients internationally: so candidates need to be flexible but this is not a high travel role.
 
Please check you meet the following mandatory requirements before applying:
 	Recent experience in a highly regarded consultancy or advisory firm at Manager/Principal level i.e. managing and leading multiple engagements
 	Broad experience covering as many as possible of: growth and market entry strategy, M&A, corporate finance, due diligence
 	International experience: languages attractive but not essential
 	STEM background or experience of B2B sectors in an international environment
 	Good 1st degree and potentially post graduate qualifications.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6148-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in strategy click here.
 
 
 

### Managing Consultant Financial Services
Fantastic Manager opening in flexible, collegiate top tier non-Big 4 advisory firm which respects work/life balance.
 
Our client is a top tier and very well respected global advisory firm with a highly regarded, MCA award winning mid-sized business consulting practice. They have a highly collegiate, non-hierarchical, flexible culture which encourages innovation, ownership, team working and work life balance. And they are not Big 4!
Continued growth of their Financial Services practice has created a Manager level opportunity for an experienced Financial Services consultant. They will join the high calibre consulting team in a role that offers a focus on top quality client delivery but also broader practice development and first rate personal and career development.
You will work across their blue chip client base which could involve any area of Financial Services (i.e. retail banking, insurance, investment banking) and in turn across their service lines ranging including strategy, digital, finance, change, operations, programme management and technology.
 
 
Please check you meet the following mandatory requirements before applying:
 
 	Strong experience in Financial Services with recent experience in a highly regarded consulting firm and a good grasp of leading edge FS issues
 	Currently at Senior Consultant or Manager level with experience working independently and leading consulting teams and projects
 	Flexibility including willingness to work across financial services and varied assignments across the core service lines
 	A good academic background including a degree
 	Mobile i.e. willing to work at client site as required
 	Based in the London/SE area
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6147-CS2
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation click here.
To see other job opportunities in change management consultancy click here.
 
 

### Consulting Directors Banking or Insurance
High growth consulting part of leading technology and services major seeks experienced and senior Financial Services consultants for key client development and  transformation roles
 
Exceptional career opportunities within the highly successful Management Consultancy business of this leading Global IT and Business Services group.
 
This leading organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader transformation and cutting edge technology and digital offerings and is now a true global leader. Within Financial Services they have a truly impressive client base covering many of the top tier players in the UK and Europe.
 
With a mandate to continue its growth strategy in 2018/19, they seek to extend their established Financial Services Consulting capability with the hire of experienced and senior retail banking, commercial/corporate banking or insurance consultants to play lead roles in growing this area, working to provide strategic, high value advisory and transformation delivery services at CxO level with their most important clients.
 
These highly influential positions will be responsible for the delivery of major transformation, change and technology consulting programmes. As part of a growing team these leadership openings will play a key role in the broader development of the business, including client management and proposition development: roles can have a greater or lesser business/development and client management content.
 
Successful candidates will be highly experienced management consultants with all of the following:
 
 	Management consulting background including several years’ experience in a major brand name management consultancy firm or consulting practice of a top tier IT firm
 	Significant depth and recent experience in relevant Financial Services Sectors
 	Experience of leading multiple large scale transformation programmes
 	Broader business development including any one of: sales, proposal/business case development, client management
 	Graduate
 	Wholly mobile and able to work at client site across the UK as required
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6142-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 
 

### People and Operations Manager
Exceptional role for experienced operations/HR manager or consultant to join award winning consultancy.
 
My client, an award winning mid-sized strategy and transformation consultancy with a strong reputation and exceptional heritage is undergoing significant growth.  This has led to the creation of an exciting new role for a People and Operations Manager.
 
In this new role the successful candidate will work closely with the Partner group to build a first rate people function.  Combined with operational activities this will provide the platform for further business growth in line with the firm’s ambitious but sustainable plans.
 
Your responsibilities will include:
 
 	Talent management and development: recruitment, retention, motivation and staff development
 	Workforce planning and deployment
 	Development of assessment and coaching capability
 	Management of the Associate pool
 	People and talent strategy and development including employee value proposition and brand
 	Advisor on HR and employment matters
 
This is a fantastic opportunity to carve out a new role and put your stamp on it, making a vital contribution to the success of this dynamic business.
 
The firm would consider making this a 4 day week appointment if that fitted with a candidate’s personal circumstances.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience in a professional services or consulting environment from within a support role or as a consultant
 	Experience of skilled people management and development e.g. staffing projects, assessment, development, motivation, succession planning
 	Experience/understanding of the operations of a professional services business from recruitment to resourcing to optimal utilisation
 	Graduate or professionally qualified
 	Exceptional people, influencing and communication skills.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK and are based in the UK
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6146-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other vacancies we are handling in London please click here.

### Senior Project Manager – Exhibitions, Retail and Events
An excellent job opportunity to project manage the design, manufacture, build and installation of high impact exhibition stands and retail interiors, to build brands and through outstanding client engagement, to develop long term partnerships. This position has potential for promotion to a board level role for the right candidate.
 
Our client partners with some of the UK’s most prestigious companies and largest creative agencies to design, build and install bespoke platforms to help launch, refurbish or rejuvenate brand experience. Their programmes deliver results quickly and cost effectively, are always innovative and place an emphasis on sustainability and the use of renewable resource.
They now require an experienced Project Manager to raise the level of engagement, both internally and externally, and to bring agility and increased efficiencies to the business.
 
You will be responsible for:
 	End to end project management, from design costing and production to on-site installation, customer experience management and recycling.
 	Combining the delivery of individual projects with managing a team of Project Managers, delivering multiple, overlapping projects at peak times.
 	Instilling the ethos of customer centric project management throughout the company to deliver long term partnerships by habitually surpassing expectations.
Please check you meet the following mandatory requirements before applying: 
 	An experienced Project Manager, ideally with expertise in managing retail fit outs, exhibition stands, theatre props or outdoor events requiring the sourcing and assembly of equipment.
 	A strong commercial acumen is required combined with a passion for delivering customer satisfaction and client value.
 	Experience of managing teams engaged in multiple projects and an ambition to assume a director level role.
 	Be energetic and dynamic with a hands-on approach to project management.
 	Ideally have a recognised project management qualification.
The position requires travel throughout the UK and occasionally to mainland Europe.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6143-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation click here.
To see other job opportunities in change management consultancy click here.
 

### Principal Consultant:  Financial Services Strategy and Operations
Partner potential role in award winning firm for consultant with Retail Banking and Insurance experience
 
My client is an award-winning mid-sized strategy and transformation consultancy,  delivering real and lasting results for businesses across multiple industries, with a focus on maximising growth, optimising profit and operational and performance improvement.
 
The Financial Services Consulting practice continues to go from strength to strength, with particular focus in the Retail Banking and Insurance sectors.
 
In this role you will work side by side with the Partner leading the Financial Services Consulting practice, to manage major client projects and play a key role in business development.
 
This is an exceptional opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
 
The firm and the role are London based but candidates could be located anywhere in the UK
 
The role will involve:
 
 	Designing and managing significant strategy and business transformation programmes: leading teams of consultants to deliver substantial financial benefits and improved ways of working for clients.
 
 	Contributing significantly to the development of business within the Financial Services sector, engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Financial Services sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience within in an established and highly regarded consulting practice, managing the delivery of business transformation and performance improvement projects, at Senior Manager+ level.
 	Depth in the Financial Services sector, including some experience of both Retail Banking and Insurance
 	Experience more than one of: strategy, customer value growth, cost reduction, sales optimisation, digital transformation, change management, performance improvement
 	A demonstrable track record of sales and business development: developing client relationships, building a strong network and winning consulting business
 	Strong academic background including a good degree
 	Flexibility to undertake frequent, away from home, UK and European travel: when not on client work you must be willing to work in the London office as required.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above, have a current Right to Work in the UK and are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6126-CS2.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation consultancy click here.
To see other job opportunities in financial services click here.

### Utilities Energy Consulting Partner
First rate and unique energy management consulting role in international specialist team.
 
This is an exceptional and unusual opening in a well-established and international 200+ boutique energy management consulting operation, part of a major global leader. They focus on the energy value chain from power generation, through distribution to retail, and related sectors. Their services encompass strategy, operating model development, operations, change, transformation and programme management.
 
As part of the further growth and investment in the UK operations they are seeking an experienced management consultant to join as a Partner, responsible for the development of the practice, account management and delivery of key projects and acting as trusted advisor.
 
The role will be based in the London office, focussed on the UK but will require some UK and international travel.
 
Please check you meet the following mandatory requirements before applying:
 	Deep consultancy experience including recently at leadership level as a management consultant within an established and recognised consulting firm/practice
 	In depth knowledge of the electricity power generation and related sectors gained as an energy management consultant
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6164-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Business Transformation Directors – Financial Services
Within this cutting edge global IT services firm your focus will be on the Front Office,  shaping the largest client engagements, advising and delivering transformative marketing, sales and customer experience solutions
 
Our client is a leading edge global IT and business services firm, with a consistent and impressive track record of growth and an exciting "can do" culture. Their consulting and services practice is at the leading edge of major business transformation initiatives with the largest and most high profile clients, underpinned by leading edge digital and other technologies.
 
To become truly customer-centric, Financial Services companies need to effectively leverage digital technologies and transform their impact with prospective and existing customers through the Front Office.
 
Our client is seeking a number of senior people to join their Enterprise Transformation Practice. They will lead Business Transformation Teams in major bids for strategic accounts, acting in a key engagement role with the client, defining, selling and delivering the complete solution to transform the sales, marketing and customer service dimensions of their business and operating models. They will have the ability to grasp the business vision and translate this into innovative 'win-win’ transformation solutions, thereby positioning themselves as 'Trusted Advisors’.
 
Please check you meet the following mandatory requirements before applying:
 	Significant recent experience of working for a recognised management consultancy firm as a permanent employee
 	Experience in leading the sale and delivery of transformational programmes with a large downstream implementation element, ideally valued in excess of £20m
 	Substantial implementation experience of Sales, Marketing, Customer Services solutions such as: CRM, eCommerce, Marketing, Cloud, Digital Solutions
 	Extensive experience in proposal writing and business case development
 	Experience of working with multi-national companies in multi-cultural environments
 	A degree is mandatory
 	Have strong business and commercial acumen; gravitas around executive management; customer focus; be comfortable dealing with ambiguity and complexity.
 	You must be highly mobile, i.e. willing to work away from home 5 days/week
 	There is a strong preference for candidates with experience in Banking and Insurance.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: RE-6141-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation click here .
To see other job opportunities in change management consultancy click here.
To see other job opportunities in digital consultancy click here .

### Programme Directors
These Programme Director roles offer the opportunity to work with a range of high profile companies, providing a rich and diversified work experience spanning a variety of business domains
 
Featured in the 2017 Fortune 50 list of companies that are 'changing the world', our client’s commitment to excellence across innovation, business and social impact has been justly recognised and places them as one of the world’s most notable brands.
 
The Programme Management Division of their global consulting practice is currently experiencing exponential growth, creating job opportunities for Programme Directors tasked with the delivery of complex, multi-stakeholder, leading edge business and IT-led change initiatives.
 
Their influence impacts the success of some of the world’s most prestigious companies and Programme Management has a major input to their reputation for excellence, consistently helping to increase the ROI of their client base.
Vacancies are available in the UK, Holland, Germany and The Nordics.
 
Please check you meet the following mandatory requirements before applying:
 
 	A number of years’ experience recently working in a permanent job role for a recognised UK management consultancy firm
 	Considerable and proven experience of working at Programme Manager/Programme Director level
 	Experience in one or more of the following industry sectors: Banking, Financial Services and Insurance (BFS&I), Retail and/or Manufacturing. For the vacant positions in mainland Europe, BFS&I experience is required.
 	Demonstrable track record of delivery success of 3 or more end to end transformation programmes
 	Has held budgetary responsibility for at least £10m/annum
 	Experience of all areas of the delivery life cycle from shaping the case to implementation
 	Has successfully managed executive stakeholders and built and sustained relationships at all levels
 	Ability to produce excellent deliverables at pace – taking the complex and making it understandable
 	Strong customer management skills combined with equally strong people management skills, combined with experience of coaching and mentoring
 	The ability to provide significant bid and practice development support
 	Must be able to travel without restriction in the UK and Europe
 	Must be degree level qualified
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6139-SB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 

### Graduate Business Analyst
Exceptional strategic data analysis role for ambitious fast track consultant in an innovative and expanding healthcare company
 
This is an exceptional opportunity for a fast track and ambitious consultant or recent graduate, seeking their first job move. You will join a mid-sized, high growth European operation in a great business analyst role, in a fast paced and complex environment directly supporting the senior management team.
 
The role has arisen following the promotion of the previous job holder and they are expecting the replacement to be able to achieve rapid career development.
 
A high profile and business critical post, to help optimise the performance of the UK business through data analysis ensuring an effective, directed and motivated sales force:
 	Setting targets and monitoring progress to ensure the salesforce (c70 people) are seeing the right customers, the right number of times, with the right frequency, in the right locations
 	Providing tools to support the marketing team in delivering their messages through the salesforce
 	Working very closely with Group on all commercial and customer excellence projects
 	Salesforce resource allocation – analysing and updating how many people the business should have, where should they be deployed, and doing which roles.
 	Providing Key Account Management processes and templates to ensure all key accounts are effectively managed
 	Analysis of all tender wins, and accompanying sales progress (alongside regression analysis to understand losses)
 	Ownership of the monthly KPI reporting
 	Creation of content for Global reviews on a Monthly and Quarterly basis
 	Managing the CRM system – input, accuracy, reporting (salesforce.com)
 	Providing insights to the Managing Director and Senior Management Team which drive action
 	Ad hoc tasks and analysis as required.
 
This is a hands on data analysis role with broad strategic reach and business impact.
 
Career prospects are excellent and the company has a track record of rapid promotion to senior business leadership positions in the UK and internationally.
 
The company has operations in Loughborough and Central London and the role could be based in either location.
 
Please check you meet the following mandatory requirements before applying:
 	 Highly numerate with experience of working with large volumes of data swiftly and accurately
 	 Strong Excel and PowerPoint skills
 	 Strong academic background combined with evidence of high achievement
 	 Self starter with strong interpersonal and communication skills
 	 While not a ‘travel’ role candidates should be willing to undertake occasional overnight trips in UK and Europe and a London based applicant will need to be in the Loughborough Head Office at least once or twice a week (more initially).
We can only accept job applications from candidates who meet the essential selection criteria above, have the current Right to Work in the UK and are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting job reference 6138-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.
 

### Director – Utilities & Infrastructure Management Consulting
Director level career opportunity to join the Utilities & Infrastructure practice of an award-winning business transformation management consulting firm.
 
My client is an award-winning management consultancy specialising in business transformation, with a focus on operational and performance improvement. In this job role you will work alongside the Partner to lead the Utilities & Infrastructure practice, manage major client projects and play a key role in business development.
 
This is an exceptional career opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
The role will involve:
 
 	Designing and managing significant business transformation programmes, leading teams of consultant to deliver substantial financial benefits and demonstrable ground-breaking change for an organisation.
 
 	Contributing significantly to the development of business within the Utilities & Infrastructure sector, engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Utilities & Infrastructure sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Prior experience within a major international management consulting firm, or recognised UK consultancy, managing the delivery of business transformation and/or performance improvement projects at Senior Manager level.
 	Specific expertise in the Utilities and/or Infrastructure sector, ideally to include some experience of working internally for an energy provider.
 	A demonstrable track record of developing client relationships, contributing to successful business development activity, and winning repeat business through effective delivery.
 	Strong academic background including a degree from a top UK university or equivalent.
 	Flexibility to undertake regular UK and European travel, working away from home during the week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6125-CB3.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.

### Director – Retail Banking / Insurance Consulting
Exceptional Director level career opportunity for an experienced management consultant with specialism in the Retail Banking or Insurance sector
 
My client is an award-winning management consultancy specialising in business transformation, with a focus on operational and performance improvement. The Financial Services practice continues to go from strength to strength, with particular specialism in the Retail Banking and Insurance sectors.  In this role you will work side by side with the Partner leading the Financial Services practice to manage major client projects and play a key role in business development.
 
This is an exceptional job opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
 
The role will involve:
 
 	Designing and managing significant business transformation programmes; leading teams of consultants to deliver substantial financial benefits and improved ways of working for clients.
 
 	Contributing significantly to the development of business within the Financial Services sector, engaging with new clients and managing existing accounts.
 
 	Providing subject matter expertise and thought leadership in the Financial Services sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Prior experience within a major international management consulting firm, or recognised UK consultancy, managing the delivery of business transformation and/or performance improvement projects at Senior Manager level.
 
 	Specific expertise in the Financial Services sector, including specialism in Retail Banking or Insurance.
 
 	A demonstrable track record of developing client relationships, contributing to successful business development activity, and winning repeat consulting business through effective delivery.
 
 	Strong academic background including a degree from a top UK university or equivalent.
 
 	Flexibility to undertake regular UK and European travel, working away from home during the week.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6126-CB3.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
To see other job opportunities in business transformation click here.

### Principal Manufacturing Consultant
Great career opportunity for Principal Manufacturing Consultant in high growth, entrepreneurial mid-sized consulting firm
 
Our client is a highly successful and high growth mid-sized international consulting firm, headquartered in London.  With a distinct proposition and an ambitious, entrepreneurial culture the firm offers exceptional career progression opportunities for talented consultants.
 
They are now seeking an experienced Principal Consultant to join their Manufacturing practice in a leadership role which combines delivery, client development/account management and developing compelling propositions for an exceptional client base. This is a hybrid delivery and business development role: not pure/cold sales and doesn’t require a book of contacts.
 
The successful candidate will:
 	Manage the delivery of major transformation programmes with a focus on Automotive and Aerospace and Defence sectors.
 	Lead client account management activities, including the day-to-day on-site client relationship as well as commercial relationships, service delivery and customer satisfaction
 	Manage and coach consulting teams on client engagements
 	Contribute to the development of new business within the practice through the identification of opportunities and development of proposals
 	Contribute to thought leadership within the practice
  
Please check you meet the following mandatory requirements before applying:
 	Recent experience within a leading management consultancy or highly regarded SME consulting firm.
 	Experience of successfully leading major business transformation programmes for clients within the manufacturing sector, ideally automotive or A&D.
 	Experience of managing and developing client relationships to sell consulting services.
 	The ability to travel and work away from home (within the UK) during the week.
  
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6085-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 
To see other job opportunities in change management consultancy click here
To see other job opportunities in project and programme management click here
 
 

### Programme/Account Manager - Financial Services
Exceptional leadership and development opportunity for a talented Banking Consulting Manager in an innovative and entrepreneurial environment offering good work/life balance: a key member of a high growth boutique banking consulting firm.  
  
Our client works with some of the UK’s leading banks to deliver transformational and business critical change that takes them to a new level of performance. They are at an embryonic stage of their development, with ambitious but realistic growth plans.
 
This is a perfect opportunity for an ambitious banking consulting manager to gain rapid personal development and high financial and career rewards within an environment in which you will be encouraged to exercise considerable influence over outcomes and be unconstrained by existing practices or perceptions.
 
The current emphasis is on Change, Operational Effectiveness, Risk Remediation and Regulatory Compliance within the Banking sector but they are receptive to new opportunities for business transformation services.
 
This is a hybrid role combining the delivery of high profile consulting projects, business development and client management, representing a great opportunity to shape and grow a practice.
 
 
Please check you have the following mandatory requirements before applying:
 	Significant experience in management consulting within financial services
 	Extensive management consultancy experience in a permanent role at a senior level where responsibilities have combined ‘farming’ new business and the delivery of complex business change programmes
 	An up-to-date network of senior contacts within the banking sector
 	A passion for helping ambitious FS organisations to change, thrive and grow.
 
We can only accept applications from candidates who meet the essential selection criteria above, have current Right to Work in the UK and are based here.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6130-SB2
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
 
 
 

### New Business Development Manager
Fantastic opportunity for a successful New Business Development Lead to join a fast-growing IT Services consultancy selling to blue-chip clients.
 
My client is a rapidly-growing, highly successful IT services consultancy delivering innovative digital consulting solutions to an impressive blue-chip client base.  Their unique people-focused, entrepreneurial culture makes this a genuinely exciting and rewarding place to work.
 
As a New Business Development Lead you will be responsible for developing and closing opportunities with new clients to support the ongoing growth of the business.  You will manage all aspects of the sales cycle, from researching the marketing, generating leads, and meeting with clients, through to closing the sale. Working within a small sales and marketing team you will develop a good understanding of the firm’s service offering in order to sell this to C-level contacts, primarily CIOs/CTOs, across a range of industry sectors.
 
This is a fantastic opportunity for someone with a demonstrable track record as a successful, effective new business development lead to further develop their career selling market-leading digital consultancy services.
 
Please check you meet the following mandatory requirements before applying:
 	Deep experience of consultancy or IT services sales working for professional, established firms. Ideally this will include some knowledge of digital solutions.  We are unable to consider candidates whose experience is purely within IT product sales.
 	Experience of effectively managing the full sales cycle, with the motivation and ability to work autonomously.
 	A consultative approach to sales, with the ability to quickly build genuine, effective relationships with clients at a very senior level, both face-to-face and on the telephone.
 	Self-starter and strong team player, excited by the ambiguity and opportunity of a growing business.
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6128-CB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Strategy Partner
Leadership/equity role in small firm focussed on strategy design and delivery
 
An exceptional opportunity for an entrepreneurial strategy and transformation consultant to join a small expanding firm with equity potential.
 
Our client was founded in January 2016 with the unique proposition to work with mid-tier organisations to develop strategy and strategy delivery/execution programmes traditionally associated with much larger entities.  Their small team of experienced, practical strategists use their international FTSE 250 and Fortune 500 knowledge and insight to complement the talent of a client’s existing team and to make strategies actionable.
 
They now seek to take their business to the next stage of its journey by appointing an entrepreneurial strategy and operations consultant with sales and delivery capability. In making this appointment they are specifically seeking an individual with the ability to earn equity and play a key role in the leadership and growth of the business.
 
The individual could be based anywhere in the UK and will of course need to be mobile.
 
Please note the salary on offer will be a lower base than the headline figure above but with a generous uncapped revenue related bonus/equity scheme. Please only apply if you are happy to take a lower base.
 
 
Please also check you meet the following mandatory requirements before applying:
 	An experienced management consultant with a track record including employment with a recognised consulting firm
 	Experience including designing strategies, target operating models, transformation and change, productivity, company turnaround and growth.
 	Proven ability to sell consulting work
 	Experience cross sector: not a specialist 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, Managing Director , in strictest confidence, quoting reference: 6129-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Head of Strategic Transformation and Change
Exceptional strategic transformation and change leader role for experienced management consultant in major Financial Services group.
 
Our client, a leading and very highly regarded financial services group serving the commercial and consumer sectors, seeks an exceptional management consultant, with experience at Manager level or beyond, for this key business role leading the high profile first rate EMEA internal consulting team. The role reports to the Global Head of Consulting who in turn reports direct to the Global COO.
 
They provide strategic and operational transformational change through the delivery of a portfolio of projects to the most senior business leaders across the EMEA operations (of which the UK is the key area) including leading edge strategic and innovative digitally enabled initiatives.
 
Responsibilities of the role:
 
 	Manage relationships and develop credibility with key senior stakeholders at board level
 	Oversee project delivery including leading the most critical and high visibility strategic initiatives
 	Develop internal consulting capability and propositions
 	Leadership and skills development of the team
 	Occasional travel (but not a high mobility role)
 
There is excellent career potential for a talented and successful management consultant in this high profile role.
 
Mandatory applicant requirements:
 
 	Management level (or higher) in a leading management consultancy firm. Could now be working “client side” in a relevant role.
 	Experience managing multiple strategy, change and transformation projects in financial services
 	Good degree
 	Strong leadership and coaching skills
 	Ambition and drive as demonstrated through consistent career progression
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: LI-6156-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
Other Business transformation roles are available here.
 
 

### Strategy and Operations Consultant
Exceptional strategic transformation and change role for experienced management consultant in leading Financial Services group.
 
Our client, a leading and very highly regarded financial services group serving the commercial and consumer sectors, seeks an exceptional management consultant, with experience at Manager level or beyond, for this key business role.  The role reports to the Global Head of Consulting who in turn reports direct to the Global COO.
 
The individual will be supporting the impressive Head of a  major business unit and provide strategic and operational transformational change through the delivery of a portfolio of projects  across the EMEA operations (of which the UK is the key area) including leading edge strategic and innovative digitally enabled initiatives. A particular area of focus will be retail sales and distribution.
 
Responsibilities of the role:
 
 	Manage relationships and develop credibility with key senior stakeholders at board level
 	Project delivery of critical and high visibility strategic initiatives and cross functional projects
 	Strategic business analysis and planning as well as transformation and business improvement
 	Occasional travel (but not a high mobility role)
 
There is excellent career potential for a talented and successful management consultant in this high profile role.
 
Mandatory applicant requirements:
 
 	Management level (or higher) in a leading management consultancy firm. Could now be working “client side” in a relevant role.
 	Experience managing multiple strategy, change or transformation projects in financial services (but deep FS experience not essential)
 	Good degree
 	Strong leadership and coaching skills
 	Ambition and drive as demonstrated through consistent career progression
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: LI-6156-CS
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
To see our full list of career opportunities, please visit our Job Vacancies page.

### Vice President Consulting Sales Director
Key Industrial sector business development role in a leading performance improvement consulting firm.
 
Our client is a global and highly regarded business consulting firm. They design, implement and accelerate operational and digital transformation. They partner with organisations to transform performance , create an agile workforce, increase profitability and propel top line growth.
 
Their client base comprises world-class Fortune 500 companies.
 
Continued strong performance has created an opportunity for one or more  first class Consulting Sales Directors as a key part of the UK leadership team. These are “hunter” roles but supported by a strong lead generation and marketing capability as well as an exceptional brand name.
 
The roles are based in London:  candidates could live anywhere in the UK and need to be wholly mobile.
 
Responsibilities of the role:
 
 	Build and grow a portfolio of clients to expand business in the UK within the Industrials sector, focussing on Aerospace, Airline/Transport, Process Manufacturing, Food and Beverage, Heavy Industry, Chemicals, Engineering and/or Automotive.
 	Target C-level executives within prospective organisations
 	Educate prospective clients in the value of digital , operational and culture change
 	Achieve sustainable revenue and profit growth
 	Collaborate with appropriate internal resource to demonstrate the capability to deliver
 
Please check you meet the following mandatory requirements before applying:
 
 	Has a proven recent track record of selling complex, big ticket B2B offerings (£1m plus) including change and transformation
 	Extensive evidence of building  relationships at C-suite level
 	Recent experience and depth in the Industrials sector (see above)
 	Wholly mobile and comfortable with London base
 
The successful candidate can look forward to uncapped financial earnings in addition to a full benefits package.
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: LI-6158-SB
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Head of Strategic Change
Forward thinking Plc offers ambitious senior change and transformation consultant a key business role and fast track to senior leadership posts.
 
This is an exceptional opportunity for a fast track senior strategic change consultant to play a major role in an exciting and dynamic business undergoing significant transformation. This is a key opening in a major business unit, reporting to the COO and an opportunity to have a significant impact at Board level
The opportunity
 	Our client is a market leader, operating in the consumer/retail and B2B financial services markets, enjoying robust commercial success.
 	The culture and style is progressive and dynamic but also warm and friendly.
 	A non-hierarchical, entrepreneurial, fast paced organisation where exceptional people are encouraged to take responsibility and where fresh thinking and new ideas are the expectation.
This exceptionally high profile role will involve:
 	Leading a 12 person team, working very closely with the Functional Business Heads as well as the CxO team
 	Managing a substantial and complex business change project portfolio
 	An exceptionally broad remit including identifying  key strategic business priorities, defining target operating model as well as innovative and disruptive initiatives to support and enhance the success of the business
 	Feasibility studies, analysis and business case developments
This role is a springboard for career development to a COO role or equivalent in this business or the wider group, which has an exceptional track record of promoting talented individuals.
 
Please check you meet the following mandatory requirements before applying:
 	Experience in programme management and strategic change delivery  gained in either a major consultancy firm, a highly regarded boutique firm or a fast paced PLC
 	Strong academic profile
 	Sustained fast track career progression to date (indicated by promotions rather than employer changes)
 	Strategic, analytical, innovative and results driven with excellent commercial and communication skills at all levels of the business
 	Clear team leadership and line management experience
 
We can only accept job applications from candidates with a current Right to Work in the UK. 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6132-CS.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 

### IT Consulting Director
Entrepreneurial opportunity with £150k earnings potential in an IT/ CIO Advisory consulting firm.
This is an opportunity for an ambitious, entrepreneurial, senior level IT consulting leader to join a well-established, successful and fast growing IT consulting firm with a clear vision and ambitious plans for further expansion. Currently c£5m in revenue, they have an impressive client base and work with CIOs to provide leading edge advice and transformation from IT strategy to target operating model to IT architecture and change implementation.
 
They seek an experienced and impressive senior consultant to help expand the business.
 
The role holder will:
 
 	Win IT strategy, architecture and transformation consultancy projects
 	Oversee delivery of these projects (which will be delivered by the consulting team)
 	Build client relationships within an already existing client base
 	Develop thought leadership and “Points of View” of interest to the CIO community
 	Contribute to marketing and proposition development initiatives including their seminars, CIO dinners etc
 
The role will involve selling CIO advisory/ IT consulting propositions into an existing contact list, supported by effective marketing: while it is highly likely that the right candidate will have good network there is not a prerequisite for a “black book”.
 
Remuneration will include base salary, plus utilisation bonus, plus a generous sales bonus. There is also an opportunity to earn equity in the business and share in any future capital event.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience as a permanent employee at a senior level in an established IT consulting practice or SI employer – you may currently be a CIO or similar in a corporate environment but you must have had previous consulting experience and be experienced in selling consulting engagements
 	Cutting edge experience at CIO level delivering IT strategy, architecture and change assignments deploying innovative and emerging technology solutions
 	Proven track record in selling IT consulting assignments
 	Wholly mobile, although there is a current work focus  in the South East
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6078-JR2
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Business Transformation Consultant -General Insurance
A job role combining business relationship management; the shaping of value propositions; business architecture and process definition
 
A global market leader, with over three decades of experience serving insurers globally and a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational and technology performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
 
They now have a job vacancy for a Senior Insurance Business Consultant to contribute to the development of the Insurance Services Strategy in the UK market. This person will play a key role in business development, working closely with sales and account teams to define and shape propositions, solutions and delivery roadmaps. They seek a highly talented individual with deep expertise gained in an insurer or in insurance consultancy who:
 
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Is capable of contributing to major bids for strategic accounts.
 	Can drive discussions at CXO/Senior Manager levels in the P&C and Motor/Home insurance industries to shape and deliver client-specific solutions.
 	Will be engaged in Requirement Elicitation and Management
 
This is not a sales role and will appeal to an insurance industry expert who will wish to engage and influence at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the insurance sector in the P&C and Motor/Home Insurance (Retail or Personal) markets with a proven ability to manage executive stakeholders.
 	Experience of shaping and overseeing programmes (the main thrust is up front engagement, understanding the business and creating value propositions).
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the insurance sector.
 	Large scale programme management, business strategy or M&A experience, typically gained at a strategic consultancy, Big 4 or technology firm at Partner or Director level.
 	Experience of facilitating workshops and capturing requirements for transformation programmes
 
Candidates must be mobile although the nature of this senior role is to allow some flexibility and diary control!
 
We can only accept job applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6091-SB2.
 
 
 
 

### Principal Consultant – Energy and Utilities
Senior level opportunity to join the Energy & Utilities practice of an award-winning business transformation consulting firm
 
My client is an award-winning management consultancy specialising in business transformation, with a focus on operational and performance improvement. As a Principal Consultant in Energy and Utilities you will work very closely with the Partner to lead the practice, manage major client projects and play a key role in business development.
 
This is an exceptional job opportunity to join a dynamic, growing consulting firm in a high-impact role with the potential to make fast-track progression to Partner level.
 
The job role will involve:
 
 	Designing and managing significant business transformation programmes, leading teams of consultants to deliver substantial financial benefits and demonstrable ground breaking change for an organisation.
 	Contributing significantly to the development of business within the Energy and Utilities sector, engaging with new clients and managing existing accounts.
 	Providing subject matter expertise and thought leadership in the Energy and Utilities sector, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Prior experience within a major international management consulting firm, or recognised UK consultancy, managing the delivery of business transformation and/or performance improvement projects at Senior Manager level.
 	Specific expertise in the Energy and Utilities sector, ideally to include some experience of working internally for an energy provider or regulator.
 	A demonstrable track record of developing client relationships, contributing to successful business development activity, and winning repeat business through effective delivery.
 	Strong academic background including a degree from a top UK university or equivalent.
 	Flexibility to undertake regular UK and European travel, working away from home during the week.
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting job reference: 6125-CB.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Director/Principal Management Consultant – Financial Services
Exceptional  partnership potential opportunity in an innovative and entrepreneurial Financial Services Consultancy
 
Our client is an internationally renowned consulting partnership which specialises in the financial services sector operating through 15 offices across Europe. Through a combination of excellent, in-depth subject and industry knowledge, thought leadership and insightful strategic thinking, they empower clients to develop and implement pioneering strategies to overcome their most difficult business challenges. Their skills base covers all areas of consulting from strategy through organisational change, risk management, payments, financial management and transformation.
 
Our client are experts in constantly changing environments and specifically in the regulatory and digital revolution we are now witnessing in the global financial services sector. They have recently established a presence in the City of London which is off to a flying start. As a result they seek an experienced consultant at Principal/Director level, with clear Partnership potential, to support the growth of the business.
 
Key responsibilities will include:
 	Business development
 	Thought Leadership
 	Implementation of transformational change
 	Provision of strategic and business expertise across their key service lines
 
Please check you have the following mandatory requirements before applying:
 
 	Extensive management consultancy experience in a permanent role at a senior level in an established consulting firm.
 	Recent responsibilities have combined business development, advisory and the delivery of business change programmes.
 	Strong experience in the UK (or European) financial services industry.
 	Focus on strategy development, digital, financial risk or regulatory management within banking, payments or insurance sectors.
 	Some travel expected but this is not a high mobility role
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services. 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference number: 6119-SB 
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
To see our full list of career opportunities, please visit our Job Vacancies page.
 
To see other job opportunities in business transformation click here 
To see other job opportunities in change management consultancy click here
To see other job opportunities in project and programme management click here

### Principal Consultant – Manufacturing / Automotive
Opportunity for an experienced management consultant to take a lead role within the Manufacturing / Automotive practice of a global consulting firm
 
Our client is a highly successful global consulting firm, headquartered in London and currently experiencing rapid growth.  With a distinct proposition in programme management and an ambitious, entrepreneurial culture the firm offers exceptional career progression opportunities for talented consultants. They are now seeking an experienced Principal Consultant to join them in a key role within their Manufacturing / Automotive practice.
 
The successful candidate will:
 	Manage the delivery of major transformation programmes for manufacturing / automotive clients
 	Lead client account management activities, including the day-to-day on-site client relationship as well as commercial relationships, service delivery and customer satisfaction
 	Manage and coach consulting teams on client engagements
 	Contribute to the development of new business within the practice through the identification of opportunities and development of proposals
 	Contribute to thought leadership within the practice
 
 Please check you meet the following mandatory requirements before applying:
 	Previous experience within a leading management consultancy is essential; unfortunately, we are unable to consider candidates who do not have this.
 	Experience of successfully leading major business transformation programmes for clients within the manufacturing or automotive sector.
 	A degree from a top-tier UK university or equivalent, ideally in Engineering or a similar discipline.
 	Experience of managing and developing client relationships to sell consulting services.
 	The ability to travel and work away from home (within the UK) during the week.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6085-JR.
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Managing Consultant – Utilities
Senior Manager job role for a Utilities sector specialist in a boutique consulting firm, with a strong reputation for delivering operational excellence projects.
About our Client
 
Our client is a well-established boutique management consultancy firm, highly regarded in the areas of operational excellence and quality management.  Working across a broad range of industry sectors, including Utilities, they work hand in hand with clients to enhance performance and embed long-lasting process improvements.  Their approach is characterised by the fact that their consultants and leadership team all bring previous experience within both management consultancy and operational management roles.
 
About the Role
 
The firm is growing and a job opportunity now exists for an experienced management consultant at Senior Manager level, with specialism in the Utilities sector.  Key elements of the job role are:
 	Leading the delivery of client projects and taking responsibility for ensuring the success of project teams.
 	Managing major client relationships; this will include day-to-day management in relation to specific projects, as well as more strategic development of client accounts.
 	Taking a lead role in developing new business and supporting sales processes, particularly for Utilities clients.
 	Contributing to the overall business strategy of the firm and internal initiatives (for example - marketing, proposition development, thought leadership, and managing/coaching others).
 
About You
 
If you are a management consultant with deep expertise in the Utilities sector, delivering operational excellence or quality management projects, this is a fantastic opportunity to take a lead role within a high-performing team, with excellent longer-term career progression opportunities.
 
Candidates must be able to demonstrate experience of:
 	Successfully leading project teams to deliver process improvement, operational excellence, or quality management projects to clients in the Utilities sector. Ideally this will include some knowledge of Lean and Six Sigma methodologies.
 	Contributing to the sale of consultancy projects. Experience of developing new business from scratch is not essential but candidates must have been involved in developing existing accounts and contributing to sales processes, including writing proposals.
 	Genuine enthusiasm for working in a boutique consulting firm and contributing to all aspects of growing and developing the business.
Previous experience within a management consultancy firm is essential and we are unable to consider candidates who do not have this experience.
  
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting job reference: 6124-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Data Analysts/Senior Data Analysts – London Market
A great opportunity to work for a highly respected global company at the outset of a major and high-profile IT and data project in the London Market
Our client is justifiably regarded as a major force in data management and predictive modelling. They analyse data, present information in formats their customers can use and develop practical tools that integrate into their clients’ workflow.
 
Their Insurance Solutions Division has delivered data, analytics and decision support services for many decades but have only recently established a base in London where they will build a product for the London Market.
 
In the light of Brexit, it is vital that the UK has the data to design new products that address evolving customer demand post-Brexit, grasp the opportunity to fine-tune the solvency regime and understand how markets can be more aligned in terms of access rights, regulation and governance to other economies. You will join the Market Data and BI team in London.
 
We seek highly talented individuals with deep expertise in P&C insurance who can:
 	interact with Business Users and Technical Architects during the system design process to ensure usability and suitability of the Market Data Collection product.
 	create appropriate Use Cases to ensure real world testing of the product.
 	walk through the product with Client representatives to ensure continuous alignment between development and requirement.
 	be involved in User acceptance testing.
 	maintain and update documentation.
To qualify, candidates must: 
 	evidence 4+ years of relevant work experience of which at least one year has been spent in data transformation.
 	offer considerable knowledge of P&C insurance in the London Market with a strong preference for Lloyds business domain experience.
 	ideally have knowledge of data management and data modelling concepts, plus reporting requirements, such as regulatory.
 	have experience of interpreting “raw” detailed written business rules.
 	be comfortable working with structured data in various formats (fixed length, comma/tab delimited, SQL data).
 	ideally have some knowledge of Solvency 11, Acord data standards and/or an understanding of how European legislation differs from UK legislation.
 	demonstrate data skills such as profiling, data quality assessment, mapping and data lineage.
 	have a good understanding of and experience in data manipulation, report generation and data validation procedures.
 	have a working knowledge of any reporting or BI tools
 	personally, be customer centric and a team player with excellent organisational skills.
 	have a Bachelor’s degree, preferably in a quantitative discipline.
 
Our client has recently won a prestigious award for their innovation, has a ‘Best Employer’ accreditation and is a Great Place to Work® certified company based on their outstanding workplace culture. They also have a huge commitment to corporate social responsibility, supporting communities in which they live and work.
 
Share options will be available for Senior Roles. 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6121-SB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Head of Business Change
Rare job opportunity to lead internal business change within a mid-size professional services firm. Single London location – no travel.
 
This is a rare opportunity to join an award winning mid-tier professional services firm to take leadership of business change.
 
THE FIRM
The firm has 35 partners and 240 staff, and has achieved a period of consistent and strong growth in recent years. To enable them to fulfil their growth ambitions, they have embarked on a significant investment in the business to develop the management structure, business processes and IT systems to improve business efficiency and facilitate business growth to the next stage.
 
As result, the firm wishes to hire a Head of Business Change who will drive the business change programme.
 
THE ROLE
Reporting into the managing partner, and an internal change champion (also a Partner), the job role will involve shaping, design, facilitation, project management and leadership of a wide range of business and IT change projects and programmes.
 
Whilst defined as a business change management role, there are elements of transformational change leadership and programme management that will be required, including a clear focus on benefits delivery.
 
This is perceived to be a role which will take at least 3 years to fulfil, after which it is anticipated there will be future opportunities for career development and new transformation projects.
 
There are no direct line reports into this role: the role holder will work across the firm and engage / lead people in the business change projects to deliver the successful implementation of performance improvement changes.
 
THE PERSON
Candidates will have deep experience managing complex business wide business change programmes.
 
The role holder will have a solid, experience based understanding of the principles and dynamics to lead transformational change in a professional services environment, but also a hands-on, ‘lead from the front’ style of engagement, and significant gravitas to achieve buy in from all levels in the firm.
 
This is a single location role and there is no requirement for any travel.
 
 
Please check you meet the following mandatory requirements before applying:
 	Proven track record of leading multiple project business change programmes.
 	Background in business process analysis, organizational business change and business transformation.
 	Strong stakeholder management skills with a large number of stakeholders in a complex business change environment.
 	Have worked for a professional services firm and understand partnership structure – this may have been as a business change/ transformation consultant within a management consulting firm; or as an internal business change manager within a corporate, but with previous experience of working for partnership firm.
 	Educated to degree level as a minimum, and ideally a post graduate qualification.
 	Experience of project and programme management approaches such as PRINCE2 and MSP.
 
 
 
 
We can only accept job applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6122-JR.
 
WE REPLY TO ALL JOB APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
 
 

### Manager – Procurement Consulting
Exciting opportunities in management consultancy for Procurement and Supply Chain specialists.
 
About our Client 
 
A market leader in their field, our client is the consulting division of a global professional services firm.  Over the past fourteen years they have established themselves as specialists in delivering transformation programmes with deep expertise in Infrastructure, Asset Management and Capital Projects.  This includes particular specialism in Procurement and Supply Chain, where they work with clients in Property, Infrastructure, Energy & Utilities and the Public Sector to tackle complex supply-chain related business challenges.  With a strong forward pipeline of client work in this area, they are now recruiting experienced Procurement consultants at Manager level.
 
About the Role
 
The role offers the opportunity to join a highly successful, entrepreneurial team and contribute to high-impact business-focused projects.  Working within the Business Transformation team, you will lead project teams to design and deliver procurement solutions for clients, often as part of broader transformation projects.  As a Manager you will also have the opportunity to contribute to client relationship management, business development and the growth of the practice through proposition and solution development.
The firm has a very open, people-focused culture and the opportunities for professional development and career progression are excellent.  Whilst the role will involve working on client sites, and therefore may require you to spend time away from home during the week, the firm is able to accommodate some candidates seeking flexible or part-time working arrangements.
 
About You
 
The practice is growing and this is a role for someone looking to make real impact within an entrepreneurial environment, with the backing of a large, established brand.
Deep specialism in procurement processes and transformation is essential, combined with previous experience within management consulting.  You will have worked with clients in at least one of the following sectors: Property, Infrastructure, Energy & Utilities or the Public Sector, and be excited by the opportunity to focus your procurement expertise on construction and building projects.
 
 
Please check you meet the following mandatory requirements before applying:   
 
 	Recent experience in an established, well-regarded consulting firm.  Your experience should encompass project delivery and leadership. Business development experience would be beneficial.
 	Specific content knowledge in Procurement and Supply Chain Management, with some specialist category experience in construction or facilities management.
 	Education to degree level. MCIPS would be highly desirable.
 	Flexibility to travel and work away from home as required.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6103-CB
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director – Digital & Software business
Leadership role for an ambitious high achiever to run a £10m software, digital & IT services business.
This is an exceptional role for a high flier to join a well established and successful £10m business software and digital business specialising in information systems, content management systems and cloud based solutions.
 
Our client is part of a thriving mid-sized technology solutions group.
 
The role will take overall management of the business and will own the P&L.
 
With an established team of high calibre staff, the role will focus on:
 	Overseeing the delivery of all projects and live services
 	Effective management of the sales process and the sales team.
 	Driving the growth of the business and identifying new areas to grow the business.
 
This role will have a high degree of autonomy and will be very attractive for someone who wishes to step up from a leadership post to run a P&L. There is considerable growth potential in the group for a highly progressive person.
 
Candidates could come from a sales background but will have some experience of operations and IT delivery. Equally, candidates could come from an operations and delivery background but will have some experience of sales.
 
Please check you meet the following mandatory requirements before applying:
 	Either experience of running a P&L or of line managing a business area and ready to take on a bigger challenge – this must include solid management experience and the ability to demonstrate a good understanding of the financial and commercial side of the business.
 	Extensive experience in an IT application services/IT consultancy, or software business, including experience of managing in a software development environment.
 	Knowledge and experience in complex IT systems development ideally real-time systems.
 	Sales management experience including running and managing a sales process – candidates will not necessarily be sales people but will have overseen the sales process.
 	Good academic background.
 
Please note, if your experience is mainly focused on IT managed services, IT infrastructure or IT hardware or telecoms, it is unlikely to fit with our client’s requirements.
 
 
We can only accept applications from candidates who meet the essential selection criteria above, who have the current Right to Work in the UK and are living in commutable distance of London.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6120-JR
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Supply Chain/Procurement Consulting Director
Key leadership role in this specialist Supply Chain and Procurement consulting practice
My client is the rapidly growing UK operation of a very well established and highly regarded mid-size European operational consulting firm. The initial focus for the UK is on developing a strong supply chain and procurement consulting capability, with a mid-term aim to offer more services and the expectation of building the practice to 30 consultants in three years.
Following the appointment of a highly experienced Partner to lead the UK business they now seek a talented supply chain/procurement consulting professional to join them at Director-level.  This is a critical appointment as the Director will to play a key role in all aspects of the growth of the practice, with a focus on the sale and delivery of exceptional supply chain projects. 
 
Please check you meet the following mandatory requirements before applying:   
 	A strong track record in management consultancy including recent experience at a senior level in a recognised and established consultancy firm/practice. You MUST be a management consultant!
 	Proven experience in the sale and delivery of consultancy assignments in the UK
 	Deep and current supply chain and/or procurement expertise, enabling credibility at C- level
 	Recent experience in one or more of: aerospace and defence; life sciences; FMCG; retail; automotive
 	Wholly mobile across the UK but living in South East 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to, in strictest confidence, quoting reference: 6067-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Managing Consultant – Supply Chain and Procurement
Excellent opportunity for an experienced Supply Chain and Procurement consultant to join this specialist consulting firm at Manager level
This is an exceptional opportunity to play an influential role in the growth of the UK operations of a very well established and highly regarded mid-size European operational consulting firm. The business is developing a strong supply chain and procurement consulting capability, with a mid-term aim to offer more services and the expectation of building the UK practice to 30 consultants in three years.
The team is growing and winning some significant client projects.  They now seek a talented supply chain or procurement consulting professional to join them at Manager level and play an influential role in the growth of the practice, with a focus on the delivery of exceptional projects and broader involvement in business and proposition development. 
 
Please check you meet the following mandatory requirements before applying:  
 	A strong track record in management consultancy including recent experience in a recognised and established consultancy firm/practice
 	Proven capability in the delivery of UK consultancy assignments
 	Deep and current supply chain and/or procurement expertise and thought leadership enabling credibility at C- level
 	Recent experience of working with clients in one or more of: aerospace and defence; life sciences; FMCG; retail; automotive
 	Fully mobile across the UK
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to, in strictest confidence, quoting reference: 6089-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director - IT Services Bristol
Leadership role for ambitious high achiever in successful IT services business
This is an exceptional opportunity for a high flier to join a well established and successful £10m IT business providing software and system engineering solutions and services with a focus on defence and security. Our client is part of a thriving mid sized group.
 
The role will take over overall management of this business and will own the P&L.
 
With an established team of high calibre staff, the role will focus on:
 
 	Effective project management and business operations leadership
 	Effective sales management
 	Driving the growth of high value services revenue
 	Identification of sources of higher margin business
 
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings.  The role may also involve identification and pursuit of acquisition targets.
 
This role will have a high degree of autonomy and will be very attractive for someone who wishes to step up from a leadership post to run a P+L and there is considerable growth potential in the group for a highly progressive person. A candidate could come from a sales background but have some experience of operations and delivery or vice versa.
 
Please check you meet the following mandatory requirements before applying:
 
 	Ideally experience of running a P&L, otherwise of line managing a business area and ready to take on a bigger challenge – this must include solid management experience and the ability to demonstrate a good understanding of the financial and commercial side of the business
 	Extensive experience in an IT services, IT consulting or software business
 	Experience of managing project teams, to ensure implementations are on time and within budget
 	Sales management experience including running and managing a sales process - candidates will not necessarily be sales people, but will have overseen the sales process and managed sales people
 	Recent experience of the UK defence or security sectors
 	Good academic background
 
Please note if your recent experience is mainly focussed on IT infrastructure or IT hardware or telecoms it is unlikely to fit with our client’s requirements.
 
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6115-CS.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Senior Managing Consultant – Financial Services Transformation
Join an award-winning business transformation consulting firm, as a Senior Managing Consultant within the Financial Services practice
 
My client is an award-winning management consultancy specialising in business transformation, with a focus on operational and performance improvement. As a growing boutique consultancy, with a strong pipeline of interesting client projects, they now have opportunities for ambitious Senior Managing Consultants with Financial Services expertise, seeking to fast-track their career.
 
This is an exceptional opportunity to join a dynamic consulting firm in a role that will challenge, develop and engage the right person and offer the opportunity to progress to Partner level.
 
The role will involve:
 
 	Designing and delivering significant business transformation programmes to challenging timescales, with substantial financial benefits and demonstrable ground-breaking change for an organisation.
 
 	Supporting the development of new business, with particular focus on the Financial Services sector (Retail Banking or Insurance).  This will include contributing to bids and proposals and well as growing client accounts.
 
 	Providing subject matter expertise and thought leadership, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Prior experience within a major international management consulting firm, or recognised UK consultancy, managing the delivery of business transformation and/or performance improvement projects.
 	Specific expertise in Financial Services, working with clients in Retail Banking or Insurance.
 	A track record of developing client relationships, contributing to successful business development activity, and winning repeat business through effective delivery.
 	Strong academic background including a degree from a top UK university or equivalent.
 	Flexibility to undertake regular UK and European travel, working away from home during the week.
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6108-CB.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director - IT Services
Leadership role for ambitious high achiever in high potential IT services business
This is an exciting opportunity for a high flier to join a newly acquired well-established and successful mid-sized IT business providing software and system engineering solutions and services with a focus on defence and security
 
The role will take over overall management of this business and will own the P&L.
 
With an established team of high calibre staff, the role will focus on:
 
 	Effective project management and business operations leadership
 	Effective sales management
 	Driving the growth of high value services revenue
 	Identification of sources of higher margin business
 
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings.  The role may also involve identification and pursuit of acquisition targets.
 
This role will have a high degree of autonomy and will be very attractive for someone who wishes to step up from a leadership post to run a P+L and there is considerable growth potential in the group for a highly progressive person. A candidate could come from a sales background but demonstrate a good understanding of operations and delivery or vice versa.
 
Please check you meet the following mandatory requirements before applying:
 
 	Ideally experience of running a P&L, otherwise of line managing a practice area,  and be ready to take on a bigger challenge – this must include solid management experience and the ability to demonstrate a good understanding of the financial and commercial side of the business
 	Extensive experience in an IT services, IT consulting or software business
 	Good experience of managing project teams, to ensure implementations are on time and within budget
 	Sales management experience including running and managing a sales process - candidates will not necessarily be sales people, but will have overseen the sales process and managed sales people
 	Recent experience of UK defence or security sectors
 	Good academic background
 
Please note if your recent experience is mainly focussed on IT infrastructure or IT hardware or telecoms it is unlikely to fit with our client’s requirements.
 
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6115-CS.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Head of Strategy and MI
Leading plc offers top strategy consultant Board level reporting and fast track route to senior leadership roles
 
This is an exceptional opportunity for a fast track senior strategy consultant to position themselves for an early promotion to a senior leadership role.
 
The opportunity:
 	Our client is a market leader, operating in the consumer/retail and B2B financial services markets, enjoying robust commercial success
 	The culture and style is progressive and dynamic but also warm and friendly
 	A non-hierarchical, entrepreneurial, fast paced organisation where exceptional people are encouraged to take responsibility and where fresh thinking and new ideas are the expectation
 	A newly created role with the opportunity to create and shape the scope and responsibilities.
 
This exceptionally high profile role will require:
 	Leading a small team, reporting to the Board and working very closely with the CFO and CEO
 	Providing management information, data, analytical and strategic insight with a focus on future strategy and business development
 	An exceptionally broad remit including a wide variety of special projects and assignments to support and enhance the success of the business
 	Close working with operational business leaders.
This role is a springboard for career development in both this business and wider group which has an exceptional track record of promoting talented individuals.
 
Please check you meet the following mandatory requirements before applying:
 	Experience in strategy consulting gained in either a major consultancy firm or a highly regarded boutique strategy firm
 	Very strong academic profile
 	Sustained fast track career progression to date (indicated by promotions rather than employer changes)
 	Analytical, innovative and results driven with excellent commercial and communication skills at all levels of the business.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale, Managing Director quoting reference 6114-CS using the application button below.
WE WILL RESPOND TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### IT Consulting Director
Entrepreneurial opportunity with £150k+ earnings plus equity potential in a growing CIO Advisory consulting firm.
 
This is an opportunity for an ambitious, entrepreneurial, senior level IT consulting leader to join a well-established, successful and fast growing IT consulting firm with a clear vision and ambitious plans for further expansion. Currently c£5m in revenue, they have an impressive client base and work with CIOs to provide leading edge advice and transformation from IT strategy to target operating model to IT architecture and change implementation.
 
They seek an experienced IT consulting leader to help expand the business.
 
The role holder will:
 
 	Win IT strategy, architecture and transformation consultancy projects
 	Oversee delivery of these projects (which will be delivered by the consulting team)
 	Build client relationships within an already existing client base
 	Develop thought leadership and “Points of View” of interest to the CIO community
 	Contribute to marketing and proposition development initiatives including their seminars, CIO dinners etc.
 
The role will involve selling CIO advisory/ IT consulting propositions into an already existing “warm” client list. This is a sales orientated role, but there is no focus on cold selling or a specific requirement for a “black book” of contacts although  clearly these are always welcome!
 
Remuneration will include base salary, plus utilisation bonus, plus a generous sales bonus. There is also an opportunity to earn equity in the business and share in any future capital event.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience as a permanent employee at a senior level in an established IT consulting practice or SI employer – you may currently be a CIO or similar in a corporate environment but you must have had previous consulting experience and be experienced in selling consulting engagements
 	Cutting edge experience at CIO level delivering IT strategy, architecture and change assignments deploying innovative and emerging technology solutions
 	Proven track record in selling IT consulting assignments
 	Wholly mobile, although there is a current South East bias to the client base.
 
 
We can only accept applications from candidates who meet the essential selection criteria above and have a current Right to Work in the UK and are based here.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6078-JR.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Managing Director: IT Services
Leadership role for ambitious fast tracker in expanding £10m IT services business
 
This is an exciting opportunity for a high flier to join a newly acquired well established and successful IT business providing IT solutions and services including digital, applications, development and data/business intelligence to a broad blue chip client base. The operation is successful and following recent takeover by a £120m technology and information solutions company there is a need for a fresh pair of eyes to identify profit and growth opportunities.
 
The role will involve leadership of this business and will own the P&L.
 
With an established team of high calibre staff, the role will focus on:
 
 	Effective project management and business operations leadership
 	Effective sales management and business development
 	Driving the growth of high value services revenue
 	Identification of sources of higher margin business
 
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings.  The role will also involve identification and pursuit of acquisition targets.
 
This role will have a high degree of autonomy and will be very attractive for someone who wishes to step up from a leadership post to run a P+L. A candidate could come from a sales background but demonstrate experience operations and delivery or vice versa.
 
There is considerable growth potential in the group for the right candidate and my client is seeking individuals with the capacity for further career growth.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent experience of either running a P&L, or of line managing 20+ person team/practice area and ready to take a bigger challenge – this will include solid management experience and ability to demonstrate a good understanding of the “numbers” side of the business
 	Recent experience in an IT services, IT consulting or software business
 	Good experience of managing project teams, to ensure implementations are on time and within budget of scale £100k-£5m i.e. not vast outsourcing or SI deals
 	Sales management experience including running and managing a sales process - candidates will not necessarily be sales people, but will have overseen the sales process
 	Sector generalist
 	Good academic background
 
We regret our client will not consider candidates with frequent recent employer/job moves.
 
Please also note if your experience is mainly focussed on IT infrastructure, IT outsourcing, IT hardware or telecoms it is unlikely to fit with our client’s requirements.
 
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6107-CS.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Managing Consultant – Operational Excellence
Fantastic consulting roles at Manager and Senior Manager level in a boutique consulting firm, with a strong reputation for delivering operational excellence projects.
About our Client
 
Our client is a well-established boutique management consultancy firm, highly regarded in the areas of operational excellence and quality management.  Working with clients across a broad range of industry sectors including manufacturing, utilities and the public sector, they work hand in hand with clients to improve performance and embed long-lasting process improvements.  Their approach is characterised by the fact that their consultants and leadership team all bring previous experience within both management consultancy and operational management roles.
 
About the Role
 
The firm is growing and opportunities now exist for experienced management consultants at both Manager and Senior Manager level.  Key elements of the role are:
 	Leading the delivery of client projects and taking responsibility for ensuring the success of project teams.
 	Managing major client relationships; this will include day-to-day management in relation to specific projects, as well as more strategic development of client accounts.
 	Taking a lead role in developing new business and supporting sales processes.
 	Contributing to the overall business strategy of the firm and internal initiatives (for example - marketing, proposition development, thought leadership, and managing/coaching others).
 
About You
 
If you are a management consultant with deep expertise in operational excellence or quality management, this is a fantastic opportunity to take a lead role within a high-performing team, with excellent longer-term career progression opportunities.
 
Candidates must be able to demonstrate experience of:
 	Successfully leading project teams to deliver process improvement, operational excellence, or quality management projects to clients in a range of industry sectors. Ideally this will include some knowledge of Lean and Six Sigma methodologies.
 	Contributing to the sale of consultancy projects. Experience of developing new business from scratch is not essential but candidates must have been involved in developing existing accounts and contributing to sales processes, including writing proposals.
 	Genuine enthusiasm for working in a boutique consulting firm and contributing to all aspects of growing and developing the business.
Previous experience within a management consultancy firm is essential and we are unable to consider candidates who do not have this experience.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6110-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Manager – Procurement Consulting
Exciting opportunities in Management Consultancy for Procurement and Supply Chain specialists
About our Client
 
 A market leader in their field, our client is the consulting division of a global professional services firm.  Over the past fourteen years they have established themselves as specialists in delivering transformation programmes with deep expertise in Infrastructure, Asset Management and Capital Projects.  This includes particular specialism in Procurement and Supply Chain, where they work with clients in Property, Infrastructure, Energy & Utilities and the Public Sector to tackle complex supply-chain related business challenges.  With a strong forward pipeline of client work in this area, they are now recruiting experienced Procurement consultants at Manager level.
 
About the Role
 
The role offers the opportunity to join a highly successful, entrepreneurial team and contribute to high-impact business-focused projects.  Working within the Business Transformation team, you will lead project teams to design and deliver procurement solutions for clients, often as part of broader transformation projects.  As a Manager you will also have the opportunity to contribute to client relationship management, business development and the growth of the practice through proposition and solution development.
 
The firm has a very open, people-focused culture and the opportunities for professional development and career progression are excellent.  Whilst the role will involve working on client sites, and therefore may require you to spend time away from home during the week, the firm is able to accommodate some candidates seeking flexible or part-time working arrangements.
 
About You
 
The practice is growing and this is a role for someone looking to make real impact within an entrepreneurial environment, with the backing of a large, established brand.
 
Deep specialism in procurement processes and transformation is essential and ideally will be combined with previous experience within management consulting.  You will have worked with clients in at least one of the following sectors: Property, Infrastructure, Energy & Utilities or the Public Sector, and be excited by the opportunity to focus your procurement expertise on construction and building projects.
 
 
Please check you meet the following mandatory requirements before applying:  
 
 	Recent experience in an established, well-regarded consulting firm or on internal change projects.  Your experience should encompass project delivery and leadership. Business development experience would be beneficial.
 	Specific content knowledge in Procurement and Supply Chain Management, with some specialist category experience in construction or facilities management.
 	Education to degree level. MCIPS would be highly desirable.
 	Flexibility to travel and work away from home as required.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to, in strictest confidence, quoting reference: 6103-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Managing Consultant – Business Transformation
Join an award-winning business transformation consulting firm, as a Managing Consultant with real opportunity for fast-track career progression
 
My client is an award-winning management consultancy specialising in business transformation, with a focus on operational and performance improvement. As a growing boutique consultancy, with a strong pipeline of interesting client projects, they now have opportunities for experienced, ambitious Managing Consultants seeking to fast-track their career.
 
This is an exceptional opportunity to join a dynamic consulting firm in a role that will challenge, develop and engage the right person and offer the opportunity to progress to Partner level, subject to experience and impact, in a 3-7 year time horizon.
 
The role will involve:
 
 	Designing and delivering significant business transformation programmes to challenging timescales, with substantial financial benefits and demonstrable ground breaking change for an organisation.
 	Supporting the development of new business, with particular focus on the Utilities sector (Energy and Water, Airports and Construction), Financial Services (Retail Banking and Insurance) or the Manufacturing & Engineering Services sector.  This will include contributing to bids and proposals and well as growing client accounts.
 	Providing subject matter expertise and thought leadership, leading internal initiatives and the development of best practice.
 
Please check you meet the following mandatory requirements before applying:
 
 	Prior experience within a major international management consulting firm, or recognised UK consultancy, managing the delivery of business transformation and/or performance improvement projects.
 	Specific expertise in the Utilities, Financial Services or Manufacturing/Engineering sector, OR broad experience across a variety of industry sectors, which must include some experience in one of the sectors above.
 	A track record of developing client relationships, contributing to successful business development activity, and winning repeat business through effective delivery.
 	Strong academic background including a degree from a top UK university or equivalent.
 	Flexibility to undertake regular UK and European travel, working away from home during the week.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6108-CB.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director - IT Services
Leadership role for ambitious high achiever in high potential IT services business
 
This is an exciting opportunity for a high flier to join a newly acquired well-established and successful mid-sized IT business providing IT services and solutions to a broad blue chip client base. The operation is successful but following the takeover by a well-respected IT company needs a fresh pair of eyes to identify profit and growth opportunities.
 
The role will take over overall management of this business and will own the P&L.
 
With an established team of high calibre staff, the role will focus on:
 	Effective project management and business operations leadership
 	Effective sales management
 	Driving the growth of high value services revenue
 	Identification of sources of higher margin business
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings.  The role will also involve identification and pursuit of acquisition targets.
 
This role will have a high degree of autonomy and will be very attractive for someone who wishes to step up from a leadership post to run a P+L and there is considerable growth potential in the group for a highly progressive person. A candidate could come from a sales background but demonstrate a good understanding of operations and delivery or vice versa.
 
Please check you meet the following mandatory requirements before applying:
 	Ideally experience of running a P&L, otherwise of line managing a team or practice area,  and ready to take on a bigger challenge – this must include solid management experience and the ability to demonstrate a good understanding of the financial and commercial side of the business
 	Experience in an IT services, IT consulting or software business
 	Good experience of managing project teams, to ensure implementations are on time and within budget
 	Sales management experience including running and managing a sales process - candidates will not necessarily be sales people, but will have overseen the sales process and managed sales people.
 	Sector generalist
 	Good academic background
 	Flexible to travel to client sites UK wide
Please note if your recent experience is mainly focused on IT infrastructure or IT hardware or telecoms it is unlikely to fit with our client’s requirements.
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6107-CS.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Management Consulting – Benefits Realisation Management
Specialise in delivering benefits realisation on high-profile consulting programmes. Opportunities from Senior Consultant through to Senior Manager level.
 
About our Client
 
A market leader in their field, our client is the consulting division of a global professional services firm.  Over the past fourteen years they have established themselves as specialists in delivering transformation programmes with deep expertise in Infrastructure and Capital Projects.  Benefits Realisation Management is a core capability within their consulting offering, dedicated to improving clients’ performance through the use of clearly defined methodologies and processes.  With a strong forward pipeline of client work in this area, particular for clients in the transportation sector they are now recruiting experienced consultants at all levels.
 
About the Role
 
Working within the Business Transformation team, you will be aligned to the Benefits Realisation Management service line and will play a lead role in developing this capability within the business, influencing benefits-led thinking within client organisations and internally.  You will contribute to, and manage, benefits realisation management commissions for clients and at the more senior levels will also be expected to contribute to business development activity.
 
The firm has a very open, people-focused culture and the opportunities for professional development and career progression are excellent.  Whilst the role will involve working on client sites, and therefore may require you to spend time away from home during the week, the firm is able to accommodate some candidates seeking flexible or part-time working arrangements.
 
About You
 
Prior experience within management consulting, combined with some specific expertise in Benefits Realisation Management is a must for success in this role.  Much of the current work is with clients in the transportation sector and so knowledge/experience of this industry would be particularly beneficial.
 
Your experience may have been gained within another management consultancy firm, or perhaps you have broader business process change consulting experience combined with time spent within industry. Whichever career path you have followed, you must be able to demonstrate experience of legacy (social, environmental, economic) benefits delivery, and ideally this will be complemented by operational (cost, quality, risk and time) benefits management.
 
 
Please check you meet the following mandatory requirements before applying:  
 
 	Recent experience in an established, well-regarded consulting firm.  Your experience should encompass project delivery as well as leadership and contribution to business development for the more senior roles.
 	Excellent knowledge of benefits realisation management processes and techniques.
 	Education to degree level.
 	Flexibility to travel and work away from home as required.
  
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to, in strictest confidence, quoting reference: 6105-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
 

### Manager/Senior Manager – Asset Management Consulting
Excellent opportunity to join a global management consultancy, delivering high profile asset management transformation projects
 
About our Client
 
A global leader in their field, our client is the consulting division of a highly successful professional services firm.  Over the past fourteen years they have established themselves as specialists in delivering transformation programmes with deep expertise in Asset Management.  This unique positioning is complemented by the firm’s broader offering in engineering, design and project management.  With a strong forward pipeline of client work, particularly in the Utilities and Transportation sectors, they are now recruiting experienced business transformation consultants at Manager and Senior Manager level.
 
About the Role
 
The role offers the opportunity to contribute to, and lead, high-impact business-focused projects.  Working within the Business Transformation team, you will be aligned to the Asset Management service line and work with clients to deliver business transformation programmes that might include propositions such as Operational Efficiency, Totex Optimisation, and Risk Mitigation. At Manager and Senior Manager level you will also be expected to contribute to developing new business, managing client relationships and internal practice development.
 
The firm has a very open, people-focused culture and the opportunities for professional development and career progression are excellent.  Whilst the role will involve working on client sites, and therefore may require you to spend time away from home during the week, the firm is able to accommodate some candidates seeking flexible or part-time working arrangements.
 
About You
 
Prior experience within an established consulting firm, combined with some specific expertise in Capital Projects and Infrastructure or Asset Management, is a must for success in this role.  You may currently be delivering similar consultancy solutions within a more generalist firm and like the idea of a firm that prioritises your area of specialism.  Or perhaps you are currently with a smaller firm and looking to contribute to larger-scale client projects.  Ideally your experience will include working with clients to deliver transformation programmes in the utilities or transportation sector.
 
Please check you meet the following mandatory requirements before applying:  
 	Recent experience in an established, well-regarded consulting firm.  Your experience should encompass project delivery, leadership, and contribution to business development.
 	Specific content knowledge in the area of Asset Management.
 	Education to degree level.
 	Flexibility to travel and work away from home as required.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6104-CB
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Manager – Supply Chain Consulting
Exciting opportunities for experienced Management Consultants with specialism in Supply Chain Management
 
About our Client
 
A market leader in their field, our client is the consulting division of a global professional services firm.  Over the past fourteen years they have established themselves as specialists in delivering transformation programmes with deep expertise in Infrastructure and Capital Projects.  This includes particular specialism in Supply Chain, where they work with clients in Property, Infrastructure, Energy & Utilities and the Public Sector to tackle complex supply-chain related business challenges.  With a strong forward pipeline of client work in this area, they are now recruiting experienced Supply Chain Consultants at Manager level.
 
About the Role
 
The role offers the opportunity to join a highly successful, entrepreneurial team and contribute to high-impact business-focused projects.  Working within the Business Transformation team, you will be aligned to the Supply Chain service line and will lead project teams to design and deliver supply chain solutions for clients, often as part of broader transformation projects.  As a Manager you will also have the opportunity to contribute to client relationship management, business development and the growth of the practice through proposition and solution development.
The firm has a very open, people-focused culture and the opportunities for professional development and career progression are excellent.  Whilst the role will involve working on client sites, and therefore may require you to spend time away from home during the week, the firm is able to accommodate some candidates seeking flexible or part-time working arrangements.
 
About You
 
The practice is growing and this is a role for someone looking to make real impact within an entrepreneurial environment, with the backing of a large, established brand.
Prior experience within management consulting, combined with some specific expertise in Supply Chain Management is a must for success in this role.  You will have worked with clients in at least one of the following sectors: Property, Infrastructure, Energy & Utilities or the Public Sector, and be excited by the opportunity to focus your supply chain expertise within Infrastructure and Capital Projects.
 
 Please check you meet the following mandatory requirements before applying:  
 	Recent experience in an established, well-regarded consulting firm.  Your experience should encompass project delivery, leadership, and contribution to business development
 	Specific content knowledge in Supply Chain Management
 	Education to degree level. MCIPS would be highly desirable
 	Flexibility to travel and work away from home as required.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to, in strictest confidence, quoting reference: 6103-CB
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Supply Chain Consultant
Key role in new UK business of well established and highly regarded European consulting group
 
This is an exceptional opportunity to play an influential role in the growth of the UK operations of a very well established and highly regarded mid size European operational consulting firm. The initial focus of the business is on developing a strong supply chain consulting capability with a mid-term aim to offer more services and the expectation of building the practice to 30 consultants in three years.
 
Following the appointment of a highly experienced Partner to lead the UK business they seek a talented supply chain consulting professional to play an influential role in the growth of the practice, with a focus on the delivery of exceptional supply chain projects and broader involvement in business and proposition development. 
 
Please check you meet the following mandatory requirements before applying:  
 	A strong track record in management consultancy including recent experience  in a recognised and established consultancy firm/practice
 	Proven capability in the delivery of UK consultancy assignments
 	Deep and current supply chain expertise and thought leadership enabling credibility at COO and CSCO level
 	Recent experience of one or more of: aerospace and defence; life sciences; FMCG; retail
 	Wholly mobile across the UK
 
We can only accept applications from candidates with a current Right to Work and who are based in the UK.
 
Please apply to Christopher Sale, in strictest confidence, quoting reference 6089 - CS2.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### TMT Consulting Director
Strategic Client Partner role in Telco sector, shaping propositions and overseeing the delivery of major transformation programmes
 
Our client is a leading technology and outsourcing business. Top telecommunications providers engage with them globally to achieve improved operational and technology performance and better customer experiences
They now require two TMT Consulting Directors, experienced Telecoms Management Consultants, to contribute to the development of the Telecommunications sector in the UK. Acting as a Client Partner these newly created openings will play a key role in account management and business development, working closely with sales teams to define and shape propositions, solutions and delivery roadmaps and ensure the successful delivery of entire transformational programmes.
 
They seek talented individuals with deep and current expertise gained in a telco consultancy who:
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level
 	Are capable of contributing to major bids for strategic accounts
 	Can drive discussions at CXO/Senior Manager levels in the telco industry to shape and deliver client-specific solutions
 
These are not sales roles but are telecoms industry experts, engaging, influencing and delivering at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business development and technology transformation in the telco sector in the UK with a proven ability to manage executive stakeholders
 	Experience of shaping and overseeing programmes (the main thrust is up front engagement, understanding the business and creating value propositions) gained within a consultancy environment
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Experience of major transformation/implementation
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the telecommunications sector
 
Please note these are NOT technical telecommunications/networks roles.
 
Candidates must be mobile although the nature of these senior roles is to allow some flexibility and diary control!
 
We can only accept applications from candidates with extensive and recent UK experience and who have a current Right to Work in the UK.
Please apply to Chris Sale in the strictest confidence, quoting reference:  6095-CS.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
 
 

### Strategy and Marketing Consultant
Exceptional strategic role for fast track management consultant in leadership team of innovative and expanding healthcare company
 
This is an exceptional opportunity for a fast track and ambitious strategy, marketing or management consultant. You will join a high-growth European business in a great role in a fast-paced and complex environment as part of the senior management team and report directly to the UK MD.
 
The role has arisen following the promotion of the previous job holder and they are expecting the replacement to be able to achieve rapid career development.
 
A high profile and business critical role to optimise the performance of the UK business through an effective, directed and motivated sales force:
 	Creating/managing data analysis to ensure sales teams are targeted appropriately (c.65 people) and creating data/insights to ensure they are working most effectively
 	Providing tools to support the marketing team in delivering their messages through the sales force
 	Providing Key Account Management processes and templates to ensure the business manages all key accounts effectively
 	Analysis of all tender wins, and sales progress (also analysis and understanding of why/when lost)
 	Managing two data analysts
 	Managing the CRM system – input, accuracy, reporting and two staff
 	Working with sales and marketing
 	Ad hoc tasks and analysis as required.
 
This is a broad role covering Strategic Planning, Influencing, Innovation and Business Development.
 
Career prospects are excellent and the company has a track record of promoting consultants to senior business leadership positions in the UK and internationally.
 
As the candidate is only required to be in the office 1-2 days pw, they could be based anywhere in the UK.
Please check you meet the following mandatory requirements before applying:
 	Currently/recently a management consultant at senior consultant or manager level in a leading consultancy firm or established niche/boutique
 	Experience in one or more of: strategy, marketing, innovation, business modelling, analysis
 	Able to balance strategy with operational detail and willing to be “hands on”
 	Strong academic background combined with evidence of career fast track and high achievement
 	Self starter with strong interpersonal and communication skills
 	While not a “travel” role candidates should be willing to undertake occasional overnight trips in UK and Europe and East Midlands Head Office.
 
We can only accept applications from candidates who meet the essential selection criteria above, have current Right to Work in the UK and are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6096-CS
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Managing Consultant – Operational Improvement
Deliver high impact operational improvement projects in a management role within a growing consulting firm
 
My client is boutique consulting firm with a global presence and deep specialism in delivering significant operational improvement. Their bespoke solutions, based on the Lean Organisational Transformation principals, improve processes and deliver a step change in performance for clients in the Healthcare, Manufacturing and Utilities sectors.
 
The business has a very strong forward pipeline of major projects and is now seeking to recruit experienced consultants at Manager and Senior Manager level.  This is an exciting prospect for management consultants looking to take the next step in their career, working within a smaller firm with real opportunities to influence and lead.
 
The role will involve:
 	Project management on client assignments; leading and developing teams of consultants, managing resources and project budget.
 	Day-to-day management of client relationships, identifying opportunities to develop accounts as appropriate.
 	Contributing to business development, including writing of proposals.
 	Undertaking diagnostics for clients to identify issues and design solutions.
 	Leading by example as an experienced Lean or Six Sigma practitioner.
  
Candidates must meet the following mandatory requirements:
 	Prior experience within a professional management consultancy.  This may be complemented by some experience in operational roles within industry but we are unable to consider candidates who have not worked in a consulting firm.
 	Significant demonstrable experience of Lean, Six Sigma or the philosophy of the Toyota Production System.
 	Some experience within a relevant industry sector (Healthcare or Manufacturing preferred).
 	Flexibility to work away from home during the week if required.
 	Energy and enthusiasm to contribute to the growth and development of the firm.
  
We can only accept applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6101/CB.
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.
 

### General Insurance Consulting Director - Interim to Perm
Establish and lead a GI Consulting Practice for the UK & European market, shaping propositions and major transformation programmes   
 
A global market leader, with over three decades of experience serving insurers globally and a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational and technology performance and better customer experiences and identify new avenues for growth and sustain existing business.
 
They now require a General Insurance Consulting Director to facilitate in shaping the programs, and setup and lead the GI domain practice for the UK and European market.
 
They seek a highly talented individual with deep expertise gained in an insurance consultancy who:
 	Can drive discussions at CXO/Senior Manager levels in the General Insurance market, specifically Motor and Home, to shape both the client-specific solution design and governance structure.
 	Can gather and challenge the business requirements and assist in designing business solutions to drive the business outcome and fulfil the end customer needs.
 	Will serve as a liaison between the business community and IT in order to orchestrate and moderate business workshops.
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Is able to set up and scale the GI Domain Practice in the UK and establish/manage a team spread across multiple locations.
 	Is prepared to be ‘hands on’ in terms of business architecture and high level process design.
This requires a senior insurance business consultant, an expert engaging and influencing at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the UK insurance sector in the GI and Motor/Home Insurance (Retail or Personal) markets with a proven ability to manage executive stakeholders
 	Experience typically gained at a well-established  management consultancy or IT/BPO service provider at a senior level.
 	The willingness and capability to take a high-level vision and shape into a tangible plan through ‘hands on’ requirements gathering, workshop facilitation, business architecture and process design.
 	A detailed knowledge of the claims process.
 	Strong leadership and managerial skills.
 	Track record of developing and maintaining senior and influential relationships in the industry.
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the insurance sector.
 	The flexibility to travel across the UK and Continental Europe.
This opportunity is initially offered on a contract basis but to ensure continuity, candidates MUST be prepared to convert to a permanent contract at some time in the future.
 
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6091-SB.

### Director/Partner -Financial Services Consulting
A senior opportunity requiring the skills of an entrepreneurial and aspirational Senior Management Consultant who has the ability to grow a consulting business and shape its future 
 
We are seeking a Director/Partner with a remit to sustain and help build our growth strategy in the UK. This represents a further step in continuing to strengthen our credentials in Strategic/Operational Transformation within the Financial Services sector to include:
 	Rationalisation and modernisation of legacy processes and infrastructures;
 	Digitisation of customer journeys through the introduction of innovative approaches and technologies, including association with Fintech companies;
 	Solutions to the challenges of separating retail and wholesale banking;
 	Back Office transformation to improve costs and client satisfaction whilst reducing operational risks;
 	Regulatory and governance compliance and automation;
 	Treasury processes improvement;
Key responsibilities will include:
 	Business development
 	Account/relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
Please check you meet the following mandatory requirements before applying:
 	Financial Services experience and senior contacts in any of: Investment Banking, Wealth Management, Retail Banking or Insurance
 	Experience in a permanent role in a recognised management consultancy practice
 	Sales experience and the ability to win consulting work
 	Business consulting experience, i.e. leading projects involving business change and process improvement
The role will be based in London with low travel and thus promoting work/life balance.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6098-SB2.
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Programme Manager – Transformation
Join a major transformation consultancy to lead major technology and business change programmes
 
This is an excellent opportunity to join a major technology and business transformation consultancy.
 
The role involves taking leadership of programme management delivery in large scale transformation environments, to translate client needs into projects which deliver solutions and positive business outcomes for clients. This will involve managing a range of projects in a coherent way so that the sum of the benefits is greater than the sum of the component part.
 
All programmes will involve both technology and business transformation delivery, so candidates must be able to demonstrate experience of working as part of a wider business transformation project.
Many programmes are complex, multi-agency environments, so experience of working effectively with a wide range of stakeholders to deliver projects is highly desirable.
 
In addition to client facing programme delivery the role will also involve participation in business development, bid and proposition work.
 
Please check you meet the following mandatory requirements before applying: 
 
 	Strong programme delivery experience on large scale IT enabled business change programmes.
 	Experience of leading both technology and business transformational programmes – please note if your experience is pure IT transformation (and does not include business, people and process transformation) this role is not a fit.
 	Background: experience working for a consulting firm or outsource provider in a client facing delivery role (this could be earlier in your career – you may now be working for a large corporate in a programme management role).
 	Considerable experience in at least one of the following verticals: public sector, telco, utilities, insurance, retail banking.
 	Degree level qualification as a minimum education requirement.
 	Wholly mobile to work at client site across UK.
Please note: if your recent career has been predominantly interim or contract in recent years, we will not be able to accept your application.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6069-JR.
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Enterprise Architect: Programme Delivery Assurance
A Director level role for an IT and Business Operations Enterprise Architect to provide delivery assurance on large scale programmes
 
This is an excellent opportunity for a Director level Enterprise Architect to join a major technology and business transformation consultancy.
 
The role holder will join a new team of senior level Enterprise Architects who will provide delivery assurance on large scale complex business and technology transformation programmes. This is a key role that will ensure deals are deliverable from a technical and commercial perspective. Interfacing at the most senior levels of the organisation, the role holder will provide vital input into the deliverability of programmes at bid/ presales stage, and during the programme delivery process.
 
All programmes will involve both technology and business transformation, so candidates must be able to demonstrate experience of working as part of large and complex programmes.
 
Please check you meet the following mandatory requirements before applying:
 
·         Deep Enterprise Architecture experience on large scale IT enabled business change programmes.
·         Experience in providing delivery assurance on both technology and business transformation programmes – please note if your experience is pure IT architecture (and does not include business, people and process transformation) this role is not a fit.
·         Background: experience working for a consulting firm or outsource provider in a client facing delivery role (this could be earlier in your career – you may now be working for a large corporate).
·         Considerable experience in at least one of the following verticals: public sector, telco, utilities, insurance, retail banking.
·         Certified in at least one major Architecture framework (TOGAF or similar).
·         Degree level qualification as a minimum education requirement.
·         Wholly mobile to work at client site across UK.
·        Please note: if your recent career has been predominantly interim or contract in recent years, we will not be able to accept your application.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6097-JR
 
WE REPLY TO ALL APPLICATIONS! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant – Change and Transformation
Join an award-winning change management consultancy and spend your first 18-24 months leading a US-based client project.  Full relocation package available.
 
An exceptional opportunity for a highly-experienced management consultant seeking to gain international experience; join a UK-based consultancy and undertake a secondment to the US, with visas and full relocation package provided.
 
My client is an established, award-winning boutique consulting firm specialising in people-centred change and transformation. With ambitious growth targets and a strong forward pipeline of work in the UK and the US, they are now seeking a Principal Consultant to join the team.  The successful candidate will be required to relocate to the US for the first 18-24 months of employment and lead a new programme of work for a blue-chip client.
 
As a Principal Consultant you will be passionate about delivering sustainable results for clients through effective people-led change programmes.  Working as part of a highly collaborative, enthusiastic team the role will involve leading the delivery of client projects, owning and managing client relationships, and developing new business.
 
Candidates must be able to demonstrate:
 	Significant experience within a top-tier consulting firm leading major projects, managing teams and owning client relationships. Ideally this will include some experience within the Retail sector or another B2C environment.
 	Expertise in at least one of the following:
 	Business Transformation
 	Operational Excellence
 	Strategy Execution
PLUS either,
 	Operating model and organisation design or
 	Leadership and culture change
Current right to work in the UK, with the flexibility to relocate to the US (full support for relocation, including spouse/family, will be provided) temporarily and then return to the UK.
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6099US-CB.
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Associate Partner – Financial Services Consulting
A senior opportunity requiring the skills of an entrepreneurial and aspirational Senior Financial Services Consultant, with clear Partnership potential, who has the ability to grow a consulting business and shape its future.
 
 We are seeking an Associate Partner, an exceptional Financial Services Consultant,  with a remit to sustain and help build our growth strategy in the UK. This represents a further step in continuing to strengthen our credentials in Strategic/Operational Transformation within the Financial Services sector to include:
 	Rationalisation and modernisation of legacy processes and infrastructures;
 	Digitisation of customer journeys through the introduction of innovative approaches and technologies, including association with Fintech companies;
 	Solutions to the challenges of separating retail and wholesale banking;
 	Back Office transformation to improve costs and client satisfaction whilst reducing operational risks;
 	Regulatory and governance compliance and automation;
 	Treasury processes improvement;
 	Outsourcing.
 
Key responsibilities will include:
 	Business development
 	Account/relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 
Please check you meet the following mandatory requirements before applying:
 	Financial Services experience and senior contacts in any of: Investment Banking, Wealth Management, Retail Banking or Insurance
 	Experience in a permanent role in a recognised management consultancy practice
 	Sales experience and the ability to win consulting work
 	Business consulting experience, i.e. leading projects involving business change and process improvement
The role will be based in London with low travel and thus promoting work/life balance.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6098-SB.
 
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant – Change and Transformation
Join an award-winning boutique change management consultancy in a leadership role, working with blue-chip clients.
 
My client is an established, award-winning boutique consulting firm specialising in people-centred change and transformation. With ambitious growth targets and a strong forward pipeline of work in the UK and the US, they are now seeking a Principal Consultant to join the team.  This is a senior-level role offering the opportunity to influence and lead exciting change programmes for interesting clients as well as significantly contribute to internal initiatives, people development and the future growth of the firm.
 
As a Principal Consultant you will be passionate about delivering sustainable results for clients through effective people-led change programmes.  Working as part of a highly collaborative, enthusiastic team the role will involve leading the delivery of client projects, owning and managing client relationships, and developing new business.
 
 Candidates must be able to demonstrate:
 	Significant experience within a top-tier consulting firm leading major projects, managing teams and owning and developing client relationships. Ideally this will include some experience within the Retail or Utilities sector, or another B2C environment.
 	Expertise in at least one of the following:
 	Business Transformation
 	Operational Excellence
 	Strategy Execution
PLUS either,
 	Operating model and organisation design, OR
 	Leadership and culture change
Flexibility to travel and spend time away from home on client projects (UK and international) during the week.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6099UK-CB.
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Business Transformation Consultants - General Insurance - Interim
A role combining business relationship management, the shaping of value propositions, business architecture and process definition.
 
 A global market leader, with over three decades of experience serving insurers globally and a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational and technology performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
They now require Senior Insurance Business Consultants to contribute to the development of the Insurance Services Strategy in the UK market. These openings will play a key role in business development, working closely with sales and account teams to define and shape propositions, solutions and delivery road-maps.
They seek highly talented individuals with deep expertise gained in an insurer or in insurance consultancy who:
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Are capable of contributing to major bids for strategic accounts.
 	Can drive discussions at CXO/Senior Manager levels in the General Insurance market, specifically Motor and Home, to shape and deliver client-specific solutions.
 	Will be engaged in Requirement Elicitation and Management
 	Are prepared to be ‘hands on’ in terms of business architecture and high level process design
 
These are not sales roles but are insurance industry experts, engaging and influencing at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the UK insurance sector in the GI and Motor/Home Insurance (Retail or Personal) markets with a proven ability to manage executive stakeholders.
 	Large scale programme management, typically gained at a strategic consultancy, Big 4 or technology firm at a senior level.
 	The willingness and capability to take a high-level vision and shape into a tangible plan through ‘hands on’ requirements gathering, workshop facilitation, business architecture and process design.
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the insurance sector.
 
Candidates must be mobile although the nature of these senior roles is to allow some flexibility and diary control! These contracts are for an initial 6 months and there may be the opportunity to convert to a permanent role if both parties are agreeable.
 
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6091-SB
 
 
 
 

### Senior Telecoms Management Consultant
Strategic roles, shaping and defining propositions and overseeing the delivery of major change and transformation programmes.
 
A global market leader, with a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire telco value chain. Top telecommunications providers engage with them globally to achieve improved operational and technology performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
They now require two very senior Telecoms Management Consultants to contribute to the development of the Telecommunications Services Strategy in the UK and European markets. These newly created openings will play a key role in business development, working closely with sales and account teams to define and shape propositions, solutions and delivery roadmaps. They seek talented individuals with deep expertise gained in a telco consultancy who:
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Are capable of contributing to major bids for strategic accounts.
 	Can drive discussions at CXO/Senior Manager levels in the telco industry to shape and deliver client-specific solutions
 
These are not sales roles but are telecoms industry experts, engaging and influencing at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the telco sector in the UK with a proven ability to manage executive stakeholders
 	Experience of shaping and overseeing programmes (the main thrust is up front engagement, understanding the business and creating value propositions) gained within a consultancy environment.
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Experience of major ERP led transformation/implementation
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the telecommunications sector
Please note these are NOT technical telecommunications/networks roles
 
Candidates must be mobile although the nature of these senior roles is to allow some flexibility and diary control!
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6095-SB.
 
 
 
 
 
 
 
 

### Principal Consultant – Manufacturing / Automotive
Opportunity for an experienced consultant to take a lead role within the Manufacturing / Automotive practice of a global consulting firm
 
Our client is a highly successful global consulting firm, headquartered in London and currently experiencing rapid growth.  With a distinct proposition in programme management and an ambitious, entrepreneurial culture the firm offers exceptional career progression opportunities for talented consultants. They are now seeking an experienced Principal Consultant to join them in a key role within their Manufacturing / Automotive practice.
 
The successful candidate will:
 	Manage the delivery of major transformation programmes for manufacturing / automotive clients
 	Lead client account management activities, including the day-to-day on-site client relationship as well as commercial relationships, service delivery and customer satisfaction
 	Manage and coach consulting teams on client engagements
 	Contribute to the development of new business within the practice through the identification of opportunities and development of proposals
 	Contribute to thought leadership within the practice
 
Please check you meet the following mandatory requirements before applying:
 	Previous experience within a leading management consultancy is essential; unfortunately, we are unable to consider candidates who do not have this.
 	Experience of successfully leading major business transformation programmes for clients within the manufacturing or automotive sector.
 	A degree from a top-tier UK university or equivalent, ideally in Engineering or a similar discipline.
 	Experience of managing and developing client relationships to sell consulting services.
 	The ability to travel and work away from home (within the UK) during the week.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6085-JR.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Head of Strategy and Corporate Development
Leading Plc offers top strategy consultant Main Board level reporting and fast route to senior business leadership roles
 
This is a truly exceptional and rare opportunity for a fast track senior strategy consultant to position themselves for an early promotion to a senior leadership role.
 
The opportunity
 	Our client is a market leader, operating in the financial services consumer/retail and B2B markets, enjoying robust commercial success.
 	The culture and style is progressive and dynamic but also warm and friendly.
 	They are family friendly and actively encourage work life balance.
 	A non hierarchical, entrepreneurial, fast paced organisation where exceptional people are encouraged to take responsibility and where fresh thinking and new ideas are the expectation.
This exceptionally high profile role will require:
 	Leading a high calibre team, reporting to the Main Board and working closely with the CEO.
 	Providing analytical and strategic insight  encompassing business reviews, future strategy and business development, acquisitions and due diligence.
 	An exceptionally broad remit including a wide variety of special projects and assignments.
 	Close working with operational business leaders across the group.
My client is wholly committed to supporting work life balance but a feature of this role is a regular c3  days per month involving overnight stays in the Channel Islands and N America.
 
This role is a springboard for career development in the group with the previous strategy consultants rapidly moving into senior roles: the most recent job holder has been appointed Chief Operating Officer of a business unit.
 
In making this appointment our client is considering long term succession planning at the very highest level. 
 
 
 
Please check you meet the following mandatory requirements before applying:
 	Experience as a strategy consultant gained in either a major consultancy firm or a highly regarded boutique strategy firm
 	M&A experience (gained in role or during MBA)
 	Very strong academic profile
 	Sustained fast track career progression to date (indicated by promotions rather than employer changes)
 	Analytical, innovative and results driven with excellent commercial and communication skills at all levels of the business
 	Financial services experience is NOT required: our client welcomes insights gained from other sectors
We can only accept applications from candidates with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale, Managing Director quoting reference 6094-CS2 using the application button below.
 
WE WILL RESPOND TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Digital Solution Architect Lead
Key technology subject matter expert consulting role in leading outsourcing and services PLC
 
 
Our client is one of the most highly respected, expanding, leading edge outsourcing and services business with a consulting led delivery model which enables end to end integrated business transformation. Their growing digital capability is at the heart of this transformation, with major programmes where delivery of real business outcomes is critical.
 
 	The Solution Architecture and Design practice plays a critical role in helping customers by bringing together business, technology and digital capability.
 	As a result of continued growth and recent exciting client wins they seek a senior practice leader with experience across the technology agenda.
 	They work on IT & Digital strategy and business/solution/technical architecture and design projects across sectors including public sector, financial services, utilities and telecoms
 
This is a career enhancing role in a vibrant and entrepreneurial culture with a business committed to its employees’ personal and career development.
 
The role requires travel and could be based from any one of a number of UK offices.
 
Please check you meet the following mandatory requirements before applying:
 	Proven record in managing high value enterprise architecture and technology consulting programmes including digital strategy and architecture
 	Recent experience in a leading IT services or technology consulting firm delivering assignments at scale
 	Experience across the consulting and technology life cycle from presales to successful delivery
 	Experience in one or more of the above sectors
 	Wholly mobile across the UK                                                                                                                           
We can only accept applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6093-SB.
WE REPLY TO ALL APPLICATIONS!
Please note that we will not send your CV to any third parties without your explicit consent.

### Supply Chain Consulting Director
Key #2 role in new UK business of highly regarded European consulting group
 
This is an exceptional and unusual opportunity to play a key role in the growth of the UK operations of a very well established and highly regarded mid size European operational consulting firm. The initial focus is on developing a strong supply chain consulting capability with a mid-term aim to offer more services and the expectation of building the practice to 30 consultants in three years.
 
Following the appointment of a highly experienced Partner to lead the UK business they seek a talented supply chain consulting professional as a critical appointment to play a key role in all aspects of the growth of the practice, with a focus on the sale and delivery of exceptional supply chain projects. 
 
Please check you meet the following mandatory requirements before applying:   
 	A strong track record in management consultancy including recent experience at a senior level in a recognised and established consultancy firm/practice. You MUST be a management consultant!
 	Proven experience in the sale and delivery of consultancy assignments in the UK
 	Deep and current supply chain expertise, enabling credibility at COO and CSCO level
 	Recent experience in one or more of: aerospace and defence; life sciences; FMCG; retail
 	Wholly mobile across the UK but living in South East 
 
We can only accept applications from candidates with a current Right to Work and who are currently based in the UK.
 
Please apply to Christopher Sale, in strictest confidence, quoting reference 6067-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Business Transformation Directors - General Insurance - Interim
Strategic roles, shaping and defining value propositions and major transformation programmes.
 
A global market leader, with over three decades of experience serving insurers globally and a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational and technology performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
They now require a number of senior Business Transformation Consultants to contribute to the development of the General Insurance Services Strategy in the UK market. These openings will play a key role in business development, working closely with sales and account teams to define and shape propositions and subsequent transformation delivery.
 
They seek highly talented individuals with deep expertise gained in an insurer, outsourcer of consultancy who:
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Are capable of contributing to major bids for strategic accounts.
 	Can drive discussions at CXO/Senior Manager levels in the General insurance industry to shape and deliver client-specific solutions.
 	Will be engaged in Requirement Elicitation and Management
 
These are not sales roles but are insurance industry experts, engaging and influencing at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the insurance sector in General Insurance and specifically, Motor and Home Insurance (Retail or Personal) with a proven ability to manage executive stakeholders.
 	Experience of shaping and overseeing programmes (the main thrust is up front engagement, understanding the business and creating value propositions).
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the insurance sector.
 	Large scale programme management, business strategy or M&A experience, typically gained at a strategic consultancy, Big 4 or technology firm at Partner or Director level.
 	Experience of facilitating workshops and capturing requirements for transformation programmes
 
Candidates must be mobile although the nature of these senior roles is to allow some flexibility and diary control! These contracts are for an initial 6 months and there may be the opportunity to extend or convert to a permanent role if both parties are agreeable.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6091-SB.
 
 
 
 
 
 
 
 
 
 

### Marketing Manager
Fantastic opportunity for an experienced Marketing Manager within an award-winning boutique management consultancy.
An award-winning strategy and transformation consultancy headquartered in the heart of Mayfair has created a position for a professional, commercially-minded Marketing Manager to raise client and prospect awareness, understanding and engagement with the practice.  You will be working closely with the top team to help build and grow the consultancy business, instill a marketing mindset across the practice and its activities, and to position the firm distinctively and competitively in our marketplaces.
 
About the role
 
The role will require quickly building a solid understanding of the firm’s business, capabilities, propositions and clients, as well as the business development and lead generation processes, and establishing strong working relationships within the practice to tangibly affect their position in the market.  Your responsibilities will include:
 	developing and managing the annual marketing plan and budget,
 	building the firms’ external profile through online and digital channels, events/awards/speaking opportunities, press/media relations and alliance marketing opportunities,
 	contributing to proposition development and the lead generation process,
 	undertaking competitor analysis,
 	internal marketing skills training.
 
This is a fantastic opportunity for an experienced Marketing Manager with exceptional communication skills and an understanding of the management consultancy sector to take a lead role in a growing firm.  The successful candidate will be highly motivated, willing to take on new challenges and able to prioritise and manage multiple activities, working under deadline pressure when required.
 
Please check you meet the following mandatory requirements before applying:
 	Degree-qualified, ideally with a CIM qualification
 	Prior experience within a Management Consultancy or other Professional Services firm (we are unable to consider applicants who do not have this experience)
 	Previous experience of digital marketing platforms and development/support of digital marketing strategy
 	Strong communication skills, very literate, advanced writing, copy-editing and personal organisation skills
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6092-CB
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Consulting Account Director
A rare opportunity within a London based boutique consulting firm specialising in change management across the banking sector. This new role has been created to grow the established footprint at HSBC.
 	A perfect opportunity for an ambitious banking account director to work across HSBC, leveraging existing contacts and establishing new ones to realise the account’s full potential.
 	A relationship management orientated role, reporting to the CEO, combining business development, client management and the delivery of exceptional consulting projects.
 	Our client works with some of the UK’s leading banks to deliver transformational and business critical change that takes them to a new level of performance.
 	They are at an early stage of their development, with ambitious but realistic growth plans.
 	The firm’s focus is on business transformation, change, operational effectiveness, performance improvement and compliance within the banking sector
This role brings a hybrid of top tier professional services work combined with the energy and passion of a young, high growth company.
 
Please check you have the following mandatory requirements before applying:
 	Extensive working experience and contacts at HSBC.
 	Proven track record of 3+ years of personally growing client accounts/sales in Financial Services.
 	10+ years’ experience in management consulting or related advisory work within Financial Services.
 	Significant experience in producing successful client value propositions and developing client relationships.
 	Sound programme and project delivery experience combined with a strong process excellence skill set.
 	The ability to communicate, present and influence credibly and effectively at all levels.
 	Innovative and entrepreneurial with a passion for helping ambitious FS organisations to change, thrive and grow.
 
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply, in strictest confidence, to Sheila Bradbury at Prism Executive Recruitment quoting reference 5990-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
Please note that we will not send your CV to any third parties without your explicit consent.
 
 
 
 
 
 

### Banking Account Director
An exceptional opportunity for an Account Director within a London based boutique consulting firm specialising the banking sector. This new role has been created to grow the established footprint at HSBC.
 	A perfect opportunity for an ambitious Banking Account Director to work across HSBC, leveraging existing contacts and establishing new ones to realise the account’s full potential.
 	A relationship management orientated role, reporting to the CEO, combining business development, client management and the delivery of exceptional consulting projects.
 	Our client works with some of the UK’s leading banks to deliver transformational and business critical change that takes them to a new level of performance.
 	They are at an early stage of their development, with ambitious but realistic growth plans.
 	The firm’s focus is on business transformation, change, operational effectiveness, performance improvement and compliance within the banking sector
This role brings a hybrid of top tier professional services work combined with the energy and passion of a young, high growth company.
 
Please check you have the following mandatory requirements before applying:
 	Extensive working experience and contacts at HSBC.
 	Proven track record of 3+ years of personally growing client accounts/sales in Financial Services.
 	10+ years’ experience in management consulting or related advisory work within Financial Services.
 	Significant experience in producing successful client value propositions and developing client relationships.
 	Sound programme and project delivery experience combined with a strong process excellence skill set.
 	The ability to communicate, present and influence credibly and effectively at all levels.
 	Innovative and entrepreneurial with a passion for helping ambitious FS organisations to change, thrive and grow.
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply, in strictest confidence, to Sheila Bradbury at Prism Executive Recruitment quoting reference 5990-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
Please note that we will not send your CV to any third parties without your explicit consent.

### Strategy and Marketing Consultant
This is an exceptional opportunity for a fast track and ambitious strategy and marketing consultant to join a high growth European business. This new role, of Business Manager, has been created to enable the launch of an innovative, game changing digital product focussed on the healthcare sector. It’s a “blank sheet of paper”!
 
Reporting directly to the UK Managing Director of the wider business, as part of the UK Leadership Team.
 
The key objectives of this high profile role are:
 	To create and implement a new business model   in the UK, building on an exciting technology developed within the  Group, offering a digital solution for Healthcare Professionals in the UK
 	Engaging with key stakeholders at a local level for pilots but also working to influence the NHS nationally as part of the Innovation agenda and taking a lead in this critical market sector
 	Working with regional sales teams
 	Building strong relationships with key external providers - especially IT, Legal and Data providers
 	Liaising with Global colleagues and influencing strategic direction as part of the European Digital Healthcare team
 
This is a broad role covering Strategic Planning, Influencing, Innovation and Business Development. You will be responsible for developing and selling the digital solution as part of the wider commercial offering.
 
Career prospects are excellent and the company has a track record of promoting consultants to senior business leadership positions in the UK and internationally.
 
As the candidate is only required to be in the office 1-2 days pw, they could be based anywhere in the UK.
 
Please check you meet the following mandatory requirements before applying:
 	Currently/recently at senior consultant or manager level in a leading consultancy firm or established niche/boutique.
 	Experience in one or more of: strategy, marketing, innovation, business modelling
 	Able to balance strategy with operational detail and willing to be “hands on”
 	Strong academic background combined with evidence of career fast track and high achievement
 	Self starter with strong interpersonal and communication skills
 	While not a travel role candidates should be willing to undertake occasional overnight trips in UK and Europe
 
We can only accept applications from candidates who meet the essential selection criteria above, have current Right to Work in the UK and are based here
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6090-CS
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Senior Solution Architect
Enterprise ERP solution architect for key role in exceptional world leading technology corp
 
Our client is the leading global technology and digital business in its field, a pre-eminent and highly respected name. As important as its technical capability is its culture: entrepreneurial, down to earth, informal and innovative. In the UK both a major brand but a scale where everyone can make an impact.
 
These newly created and senior openings within the business’s ERP service line offer an exceptional opportunity for talented Solutions Architects to join a growing team playing a critical role in client engagement reporting to the Practice Leader.
 
The role involves:
 	Working with the client, sales teams, technical architects and delivery managers, to shape, define, design and implement solutions.
 	Driving solutions on how ERP impacts on the business and creating business value for clients (not the “deep” technical side of ERP).
 	Taking ownership of the solution and the delivery of business benefits as the client’s trusted advisor.
 	Joining a growing team playing a critical role in client engagement.
In this expanding and highly successful business career prospects are exceptional and our client seeks individuals with the enthusiasm and talent for further growth.
 
The role is London or Thames Valley based with travel to clients as required. Mobility is essential but the client respects work/life balance and many clients are South East based.
 
Please check you meet the following mandatory requirements before applying:
 	Proven and deep experience in a Solutioning role as a consultant or architect working with clients across all stages of the project lifecycle,
 	Hands on knowledge of one or more leading ERP solutions i.e. SAP, Oracle, JDE, AX Dynamics,
 	Currently/recently employed in a senior permanent role in a leading technology or consulting firm or a smaller organisation, operating with large scale solutions and clients,
 	Experience of one or more of: finance/accounts applications; retail; project based environments i.e. civil engineering/infrastructure.
We can only accept applications from candidates who meet the essential selection criteria above and with a current Right to Work in the UK AND who are based here. 
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6060-CS.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consulting Director
Exceptional leadership and business development opportunity for a talented Banking Consulting Director in an innovative and entrepreneurial environment offering good work/life balance: a key member of a high growth boutique banking consulting firm.
 
 	Our client works with some of the UK’s leading banks to deliver transformational and business critical change that takes them to a new level of performance.
 	They are at an early stage of their development, with ambitious but realistic growth plans
 	A perfect opportunity for an ambitious banking consulting director to gain rapid personal development and high financial and career rewards.
 	The current focus is on Change , Operational Effectiveness, Risk Remediation and Regulatory Compliance within the Banking sector but they are receptive to new opportunities for business transformation services.
 	A sales orientated but hybrid role, reporting to the CEO, combining business development, client management and the delivery of exceptional consulting projects.
 	A great opportunity to shape and grow a practice and for long term career development.
Our ideal candidate will have worked for a highly regarded banking practice and will be seeking to exercise considerably more influence over outcomes and be less constrained by existing practices or perceptions.
 
Please check you have the following mandatory requirements before applying:
 	Extensive management consultancy experience in a permanent role at a senior level where responsibilities have combined sales, business development and the delivery of business change programmes.
 	An up-to-date network of contacts within the banking sector.
 	A track record of banking sector sales wins.
 	A passion for helping ambitious FS organisations to change, thrive and grow.
 
We can only accept applications from candidates who meet the essential selection criteria above and with a current Right to Work in the UK AND who are based here. 
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6080-SB
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant - Justice Sector
Senior low travel programme management Public Sector consulting role in employee owned business with unique culture.
 
Our exciting client, a well-established and highly respected business, has a highly successful, autonomous and thriving consultancy practice in which a key focus is business transformation and programme management Public Sector consulting. Their unique ownership model engenders a supportive and collegiate culture and a commitment to the professional well being and development of their staff including work/life balance.
 
As a result of their continued expansion they seek an experienced Public Sector consultant to join as Principal Consultant Justice Sector in an established delivery team to advise, define and deliver transformational change through a range of programmes and projects. You will play a key senior role in the growth and development of this important sector.
 
Career prospects are excellent in this growing organisation.
 
Please check you meet the following mandatory requirements before applying:
 	experience of the Justice sector (Home Office, MoJ, Police)
 	a track record of employment as a permanent employee in an established management consultancy firm/practice
 	experience delivering change programmes and leading consulting teams
 	5 yrs min UK residency for security clearance
 
We can only accept applications from candidates who meet the essential selection criteria above and have a current Right to Work in the UK and who are based here.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6087-CS.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Senior Digital Enterprise Architect
Key technology subject matter expert consulting roles in leading edge global IT services business.
Our client is one of the most highly respected, expanding, leading edge IT services business with a consulting led delivery model which enables end to end integrated IT enabled business transformation.
 
 	The Enterprise Architecture practice plays a critical role in helping customers by bringing together business, technology and digital capability
 	As a result of continued growth and recent exciting client wins they seek several senior enterprise architects with experience across the technology agenda
 	These hires will work on IT strategy, Digital strategy, IoT and business/solution/technical
architecture projects across sectors including financial services, retail, telecom, travel, manufacturing, life sciences and CPG.
These are career enhancing roles in a vibrant and entrepreneurial culture with a business committed to its employees’ personal and career development.
The role requires travel and could be based from any one of a number of UK offices.
 
Please check you meet the following mandatory requirements before applying:
 	Proven record in managing high value enterprise architecture and technology consulting programmes including digital strategy and architecture
 	Recent experience in a leading IT services or technology consulting firm delivering assignments at scale
 	Experience across the consulting and technology life cycle from presales to successful delivery
 	Experience in one or more of the above sectors
 	Wholly mobile across the UK
We can only accept applications from candidates who meet the essential selection criteria above and have the current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6088-CS.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Technology Programme Director
Experienced IT and Digital transformation Programme Director sought for key  practice leadership role
 
It has an integrated and well established management consultancy practice focussed on ensuring their clients truly transform their organisations and realise significant business benefits. They deliver some of the most complex transformation programmes in the UK, often including large scale ICT solutions in which digital is a key component.
 
The Digital & Technology Practice works closely with other practices and client directors to ensure the delivery of an integrated proposition to clients and takes the lead in ensuring that exceptional business outcomes are delivered utilising robust and capable technology solutions. The team acts as the link between the technology suppliers and the business, translating business requirements into technology and ensuring that the technology will deliver the business benefit.
 
As a result of promotion they are seeking a proven IT Programme Director to lead this practice, managing a small team of Technical Programme Managers, Solution and Enterprise architects working across sectors and reporting to the Managing Director of this 200 person business.
 
This role has responsibility for the growth and development of the practice, its people and its propositions but is primarily a hands on, client facing role with the requirement to deliver the largest and most complex consulting projects.
 
Please check you meet the following mandatory requirements before applying:  
 
 	Recent experience in a senior capacity in a recognised consultancy or transformation practice.
 	Hybrid business development, delivery and practice development experience.
 	Technology background with a strong digital awareness
 	deep programme delivery capability supported by recognised qualifications.
 	Current sector depth in one of more of: central government, local government, financial services, utilities, telco.
 	Degree qualified.
 	Mobile to work with clients across the UK
 
We can only accept applications from candidates who meet the essential selection criteria above, with a current Right to Work in the UK and who are based here.
 
Please apply to Chris Sale, in strictest confidence, quoting reference 6086-CS.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Supply Chain Consultant
Key role in UK start up of well-established and highly-regarded European consulting group
 
This is an exceptional opportunity to play an influential role in the growth of the UK operations of a very well-established and highly-regarded mid-size European operational consulting firm. The initial focus of the business is on developing a strong supply chain consulting capability with a mid-term aim to offer more services and the expectation of  building the practice to 30 consultants in three years.
 
Following the appointment of a highly experienced Partner to lead the UK business they seek a talented supply chain consulting professional to play an influential role in the growth of the practice, with a focus on the delivery of exceptional supply chain projects and broader involvement in business and proposition development
 
Please check you meet the following mandatory requirements before applying:  
 	A strong track record in management consultancy including recent experience  in a recognised and established consultancy firm/practice
 	Proven capability in the delivery of UK consultancy assignments
 	Deep and current supply chain expertise and thought leadership enabling credibility at COO and CSCO level
 	Wholly mobile across the UK
We can only accept applications from candidates who meet the essential selection criteria above and have a current Right to Work in the UK and who are based here.
 
Please apply to Christopher Sale, in strictest confidence, quoting reference 6089-CS 
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Supply Chain Consulting Director
Key #2 role in UK start up of well established and highly regarded European consulting group
 
This is an exceptional and unusual opportunity to play a key role in the growth of the UK operations of a very well established and highly regarded mid size European operational consulting firm. The initial focus is on developing a strong supply chain consulting capability with a mid-term aim to offer more services and the expectation of building the practice to 30 consultants in three years.
 
Following the appointment of a highly experienced Partner to lead the UK business they seek a talented supply chain consulting professional as a critical appointment to play a key role in all aspects of the growth of the practice, with a focus on the sale and delivery of exceptional supply chain projects.
 
Please check you meet the following mandatory requirements before applying:  
 
 	A strong track record in management consultancy including recent experience at a senior level in a recognised and established consultancy firm/practice
 	Proven experience in sale and delivery of consultancy assignments in the UK
 	Deep and current supply chain expertise,  enabling credibility at COO and CSCO level
 	Wholly mobile across the UK
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Christopher Sale, in strictest confidence, quoting reference 6067 -CS.
 
WE REPLY TO ALL APPLICATIONS! 
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Transformation Programme Director
Exceptional opportunity for a senior level Transformation Programme Director to join a highly successful outsourcing and transformation provider.
 
This is an excellent opportunity to join a major outsourcing and business transformation company: a highly successful organisation which has enjoyed sustained growth in recent years. As a result of continued expansion, our client seeks an experienced Transformation Programme Director to lead the delivery of large scale digital transformation programmes covering business process and technology.
 
This role will involve:
 	Taking ownership of major programmes in one or more sectors, taking the business vision of the client and shaping the solution, leading the business change team and working with internal and external stakeholders and third parties to define and deliver the result.
 	These transformation programmes typically “change the whole business”. This will mean changing the business model of the client organisation and transformation of people, processes, technology and digital. As a result, there will be a significant change in the overall operating model of the client’s business; or for a large multi-national, a significant part of it.
 	These are large scale complex transformation programmes, and will lead a portfolio involving multiple suppliers, to be a cohesive single, multi-faceted transformation.
 
Please check you meet the following mandatory requirements before applying:  
 	Programme delivery experience, involving shaping and leading multi-year, transformational programmes across operating model, people, process, technology
 	Experience in digital transformation including digital products and platforms
 	Leadership: experience of successfully leading large scale transformation programmes in the last 5 years.
 	Background: experience working for a consulting firm or outsource provider in a client facing delivery role (this could be earlier in your career – you may now be working for a large corporate in a transformation leadership role).
 	Some experience in the Public sector, ideally Local Authority
 	Wholly mobile to work at client site across UK.
 
We can only accept applications from candidates who meet the essential selection criteria above and with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Jonathan Ross quoting reference: 6082-JR.
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Insurance Sales Director
Key UK insurance sales director role in leading IT Services and outsourcing player.
A fantastic opportunity for  an experienced Sales Director to play a key role in my prestigious IT services and outsourcing client’s Insurance businesses, reporting to the UK Insurance Sector Lead.
 
The role:
 	responsibility for selling the full range of IT and BPO solutions and services
 	work closely with senior stakeholders to develop compelling market Points of View and propositions
 	opportunity to make an impact with both new and existing clients, taking to market an impressive portfolio of services, capability and track record
 	exceptional personal and career growth as my client is seeking to appoint candidates with clear future sector leadership potential.
 
Our client:
 	a highly successful and leading global consulting, IT services and outsourcing player
 	distinguished from competitors by its track record of impressive growth, its culture and approach to the market.
 	Impressive client footprint in the insurance sector
 
The role could be based from anywhere in the UK.
 
Please check you meet the following mandatory requirements before applying:
 
 	Recent/current experience in a major IT services, consultancy or outsourcing firm.
 	Considerable (and current) experience and contacts in the UK insurance sector
 	Impressive track record of insurance sector sales wins.
 	Experience of selling significant and complex technology based services and solutions
 
We can only accept applications from candidates who meet the essential selection criteria above and have a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale quoting reference: 6061-CS.
 
WE REPLY TO ALL APPLICATIONS.  
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Business Development Director, Management Consulting
Fantastic senior business development role within a leading global management consultancy.
 
This is an unusual and exciting opportunity for a top-performing senior sales professional from the management consulting sector to join an ambitious global consultancy as a Business Development Director.
 
The firm has an established track record of successfully delivering performance improvement consulting projects for clients within the manufacturing, aerospace and defence, heavy industry, natural resources and engineering sectors.   Internally they have a well-established sales process and the Business Development Director will benefit from a full support team, including research and knowledge management resources, as well as a dedicated BD executive.  This is an organisation in which the sales discipline is highly regarded and those who deliver results are rewarded exceptionally well.
 
The Business Development Director will be responsible for turning sales prospects into clients:
 
 	Rapidly building an understanding of the consultancy offering (prior experience of selling management consultancy services is essential)
 	Embracing the internal sales model, including sales processes and reporting requirements, and leading by example within the BD community
 	Meeting with potential clients, building relationships and managing them through the process to secure a sale
 	Managing an ongoing portfolio of target clients and a network of relationships at CXO level
 	Achieving an annual sales target of £4-8m
 
For exceptional business development professionals this is an exciting opportunity to operate at the highest level in a demanding, yet rewarding environment with uncapped earnings potential.
 
Please check you meet the following mandatory requirements before applying:
 
 	Experience of successfully selling business consulting projects of £1m+ in value. This must include experience of selling performance improvement or business transformation work.  Unfortunately, we cannot consider applicants whose experience is solely within IT sales.
 	Proven track record of building relationships at CXO level, with a strong personal network.
 	Broad-based industry sector experience, which MUST include experience within one or more of: manufacturing food and beverage, aerospace and defence, engineering, construction  OR natural resources.
 	Education to degree-level.
 
We can only accept applications from candidates who meet the essential selection criteria above and have current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6075- CB
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### ERP Solutions Architect
An exceptional opportunity for a business orientated ERP Solution Architect to join a leading  high growth technology business.
 
This is an exceptional opportunity to join a world leading technology business in their ERP service line. The business is expanding and the team is expanding to meet client demand.  They are now looking for a business orientated ERP Solution Architect with a combination of technical ERP and business transformation skills, to deliver innovative business solutions.
 
The role involves:
 	Working with the client, sales teams, technical architects and delivery managers, to shape, define, design and implement solutions.
 	Driving solutions on how ERP impacts on the business and creating business value for clients (not the “deep” technical side of ERP).
 	Taking ownership of the solution and the delivery of business benefits as the client’s trusted advisor.
 	Joining a growing team playing a critical role in client engagement.
 
Please check you meet the following mandatory requirements before applying:  
 
 	Proven experience in a solutioning role as a consultant or architect working with clients across all stages of the project lifecycle.
 	Hands on knowledge of leading ERP solutions such as SAP, Oracle, or Microsoft Dynamics.
 	Currently or recently employed in a permanent role in a leading technology or consulting firm or a smaller organisation operating with large scale solutions.
 	Experience in retail sector or the professional services sector.
 	Wholly mobile
 
Employees could be based from any of our client’s UK offices but need to be willing to work on assignments across the UK.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6076-JR
 
WE REPLY TO ALL APPLICATIONS!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Programme Manager & Programme Director
Exceptional openings at  Programme Manager & Programme Director level at this high growth consultancy.
 
Our client is a leading and highly successful high growth independent consultancy specialising in programme management and change leadership. Their remit is to make organisations better at what they do through focusing on the delivery of complex programmes of change that help their exceptional client base to achieve better ROI.
Their portfolio of prestigious clients is outstanding and they have awards which confirm their status as one of the best employers in the UK. It’s a great place to work for those with real passion and energy who want to deliver value for money every day and go that extra mile to ensure that customer expectations are regularly exceeded.
 
They are continuing to expand rapidly and are seeking talented Transformation consultants at Programme Manager and Programme Director level to work on major leading edge change initiatives with their cross sector client base.
You will welcome the prospect of working in a culture which is non-hierarchical, has a great support infrastructure and an emphasis on knowledge management & sharing.
 
The roles will be home based with clients across England.
 
Please check that you meet the following mandatory requirements before applying:
 	An extensive (minimum 15 years) and proven track record of the successful leadership and delivery of major, substantial business and IT transformation and change programmes.
 	Have recent experience in a major brand consulting firm.
 	Recent sector experience in two or more of Financial Services (Retail Banking or Insurance), Retail, Utilities, Pharmaceutical, Telecommunications and/or Manufacturing.
 	Wholly mobile albeit our client tries hard to ensure work/life balance!
 
We regret our client will not  consider  applications from candidates who have spent the majority of their career in Public Sector or those who have held interim roles for longer than the last 4 years.   
 
Candidates must  have a current Right to Work in the UK.
 
Please apply Sheila Bradbury, in strictest confidence, quoting reference: 6058-SB.
 
WE REPLY TO ALL APPLICATIONS.
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Operations Consulting Director
Experienced management consultant sought for key operational excellence Consulting Director role.
 
Our client is one of the UK’s major success and growth stories: a diverse outsourcing and services business spanning the private and public sectors.
 
It has an integrated and well established management consultancy practice focussed on ensuring their clients truly transform their organisations and realise significant business benefits. They deliver some of the most complex transformation programmes in the UK, often including large scale ICT solutions.
 
The large Operations Practice works closely with other practices and client directors to ensure delivery of an integrated proposition to clients and takes the lead in ensuring that exceptional business outcomes are delivered utilising robust and capable process transformation and operational excellence solutions , ensuring delivery of real business benefit.
 
As a result of growth they are seeking a proven management consultant with operational excellence, process improvement and business transformation skills to play a key role in the leadership of this practice.
 
This role has involvement in the   growth and development of the practice, but is primarily a hands on, client facing role with the requirement to sell and deliver the largest and most complex consulting projects.
 
Please check you meet the following mandatory requirements before applying:  
 
 	Recent experience in a senior capacity in a recognised consultancy firm/practice.
 	Hybrid sales and delivery experience.
 	Strong programme delivery capability as a consultant in one or more of operational excellence, process re-engineering, cost reduction, operational performance improvement.
 	Current sector depth in the public sector or more than one of financial services, utilities, telco, retail.
 	Degree qualified.
 	Mobile to work with client across the UK
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based here.
 
Please apply to Christopher Sale  in strictest confidence, quoting reference: 6072-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Financial Services Consultants
Unique opportunities to be part of the fast growing London start up of a high growth, financial services consulting firm, driven by an entrepreneurial mind set.
  
Our client is a very high growth European Strategic Banking consulting firm: formed in 2006 by Big 4 consulting partners, it now comprises 112 consultants and has taken first expansion steps with the opening of a new operational consulting business in London. This is being led by one of their most senior and experienced Partners who has moved to London to manage this critical phase in their growth plans.
 
Already with a strong pipeline of work with major banks, challenger banks and insurance companies, they are seeking experienced and high calibre Financial Services Consultants to join the business at Manager, Senior Manager or Principal Consultant levels. Unique, a most overused term, is an accurate description of these opportunity.
 
These hires will play a key role in the establishment of the London office: while clearly client and delivery focused, responsible for project management of change and process improvements, the individuals will take on broader business development, proposition development and practice responsibilities. The focus on business development will increase with the level of seniority. All roles will involve client delivery and playing a full part in the leadership and development of this new venture.  They are seeking ambitious, fast track individuals capable of early promotion: their early hires are already Partners in the parent company.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with European trips.
 
Please check you meet the following mandatory requirements before applying: 
 	be experienced Financial Services Consultants with a focus on Capital Markets, Private Banking, Retail Banking and/or Insurance.
 	have business consulting experience in a recognised management consultancy practice, i.e. leading projects involving one or more of the following: change, process analysis and improvement, PMO, digital, CRM etc.
 	have knowledge of functional areas in banks/insurance companies such as: risk and regulatory, back office, finance and operations.
 	be experienced in supporting a sales team in proposition development, prospect identification, contract negotiation etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference:  6053-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Insurance Consulting Partner
Exceptional opening for fast track Insurance Consulting Partner in high growth boutique advisory firm.
 
Our client is an exceptional global premier advisory and consulting firm with a first rate reputation (it’s NOT a “Big 4” or an IT company!). They offer the benefits of an excellent client base and exceptional work, fast track career progression with a supportive culture which is both flexible and entrepreneurial.
 
Their Insurance Practice is one of the largest insurance consultancies with deep capability in areas including business intelligence and analytics, operations and performance improvement, risk & compliance and strategic advice.
 
Significant expansion of their  business has created an opening for a high calibre Insurance Consulting Partner, keen to move to the next stage of their career and excited by working in a truly international high growth environment.
 
You will be a key contributor to the growth and success of the Insurance Consulting Practice, able to sell, lead and deliver varied consulting projects working closely with colleagues, often as part of multidisciplinary teams.
 
We are seeking exceptional management consultants with clear future promotion and leadership potential.
 
Please check you meet the following MANDATORY requirements before applying:  
 
 	a fast track management consultancy career including clear evidence of promotions and employment stability
 	a good degree
 	recent experience as a  senior management consultant in a first rate management consulting firm
 	deep experience and understanding of the General Insurance market in the UK
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6064-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Enterprise (Cloud) Architect - Permanent or 1 year contract
Excellent opportunity to work on one of the biggest and most ambitious cloud transformations in Europe.
 
This is an exceptional opportunity to join a niche enterprise architecture consulting firm, which specialises in business and technical architecture in large scale enterprise transformations. 
 
For the next year, the role will be focused on working with a major financial services institution which is undergoing one of the biggest and most ambitious cloud transformations in Europe. This will give the role holder invaluable experience in one of the largest and complex cloud transformation programmes. The role will report into the programme leader, and play a key role in delivering the programme, and will oversee circa 5 staff.
 
For the next year, the role will be split between London and Amsterdam – the role holder will spend circa 3 days a week in Amsterdam (accommodation will be a hotel or a flat).
 
The role can either be permanent or a one year contract.
 
Please check you meet the following mandatory requirements before applying:  
 
	Candidates will have either worked in a major enterprise, or a consulting firm, as an enterprise architect, or business architect, or a technical architect with exposure to business architecture.
	Candidates who have a technical architecture background and would like to move into the business architecture space, would be suitable.
	Understanding of cloud technologies and also an understanding of business architecture in a large scale enterprise setting.
	Candidates will ideally live in the London area, but a base in Amsterdam would also be considered.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6065-JR.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Associate Partner – Financial Services Consulting
A senior opportunity requiring the skills of an entrepreneurial and aspirational Senior Management Consultant who has the ability to grow a consulting business and shape its future.
 
We are seeking an Associate Partner with a remit to sustain and help build our growth strategy in the UK. This represents a further step in continuing to strengthen our credentials in Strategic/Operational Transformation within the Financial Services sector to include:
 	Rationalisation and modernisation of legacy processes and infrastructures;
 	Digitisation of customer journeys through the introduction of innovative approaches and technologies, including association with Fintech companies;
 	Solutions to the challenges of separating retail and wholesale banking;
 	Back Office transformation to improve costs and client satisfaction whilst reducing operational risks;
 	Regulatory and governance compliance and automation;
 	Treasury processes improvement.
 
Key responsibilities will include:
 	Business development
 	Account/relationship management
 	Programme delivery across multiple work streams
 	Provision of strategic and business expertise
 
Please check you meet the following mandatory requirements before applying:
 	Financial Services experience and senior contacts in any of: Investment Banking, Wealth Management, Retail Banking, Insurance
 	Experience in a permanent role in a recognised management consultancy practice
 	Sales experience and the ability to win consulting work
 	Business consulting experience, i.e. leading projects involving business change and process improvement
 
The role will be based in London with low travel and thus promoting work/life balance.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Director  - Change Management Consultancy
Newly created Director-level role in boutique change management consultancy.
 
About our Client
 
Based in London, with a growing global client base, our client is a boutique change management consultancy.  Over the last fifteen years, they have established themselves as specialists in delivering emotionally intelligent people-based solutions that transform businesses and drive performance.  Their approach is characterised by an energetic and personable style that has enabled them to build lasting relationships with clients and create a culture in which people enjoy working. As a result of recent project successes, particularly in the retail sector, they are now looking to recruit at Director level.
 
About the Role
 
As a Director you will be a key member of the senior leadership team, reporting directly into the Managing Partner.  Your time will split evenly between managing the delivery of client projects and business development activities (initially growing existing accounts, although the ability to develop new clients will also be required). In addition, you will be expected to lead and coach consultants within the business, contribute to developing methodologies and thought leadership, and thus play a significant role in determining the future direction of the firm.
 
The scale of the business means that you will need to be something of a generalist and bring broad experience of change management and business transformation, although this may also include particular specialism in one or more of the following areas: organisation design and development, leadership development, end-to-end customer processes, delivering cultural change.  You will be engaging with clients across a range of industries in the private sector, although there is some specialism in the retail sector.
 
About You
 
Prior experience within an established consulting firm is a must for success in this role.  You may currently be working in a larger firm but looking to take a lead role in a smaller business with opportunity for equity.  Or you may even have made the move out of management consultancy into industry and now want to consolidate your experience by moving back into consulting in a leadership role.
 
Whatever route your career has taken, you’ll need to have gained the consulting, leadership, change management and business development experience required for this role. Alongside that you’ll need to demonstrate exceptional interpersonal skills and emotional intelligence as well as real creativity and a passion for transforming businesses.
 
Please check you meet the following mandatory requirements before applying:  
 
	Recent experience in an established, well-regarded consulting firm working with private sector clients to lead change management or business transformation projects.
	A track record of successfully developing client accounts and winning business within a consulting firm.
	A degree from a top UK university or similar.  
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6062-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Change Management Consultant
Exceptional opening for an experienced change management consultant to join a highly regarded boutique firm in a management/leadership role.
 
Are you an experienced change management consultant with 5+ years’ experience in an established management consultancy, delivering successful business consulting projects, building great relationships with clients and demonstrating strong career progression? Are you now looking to make more of an impact with a step up and step forward in your career to a Senior Manager role?
 
Our client is a successful, well established  management consultancy that specialises in undertaking transformation and change projects with genuine social impact.  They work with social enterprises, public sector organisations and healthcare providers, helping them to transform and grow their businesses, making a real difference to people’s lives in the UK.
 
They are currently experiencing significant growth and therefore seeking an experienced consultant to join their team:  this is a key role with the opportunity to really contribute to the future of the firm. As well as leading teams to deliver complex projects for clients, you will be keen to shape and drive further growth by establishing senior client relationships and developing new business opportunities.
 
As an employee-owned business (in the same tradition as the John Lewis Partnership) everyone who joins becomes a Partner and shares in its success.
 
Please check that you meet the selection criteria before applying:
 
 	Experience of leading and delivering complex business consulting projects recently gained within an established management consulting firm.
 	A genuine interest in driving social change
 	A strong academic background with a degree from a top UK university or equivalent
 	Mobile within the UK, with the flexibility to spend time away from home on project sites as well as some time working in the London office
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, Managing Consultant, in strictest confidence, quoting reference: 6059-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Management Consultant – Banking/Insurance
A consulting opportunity unconstrained by existing practices, perceptions and barriers to promotion; with low travel.
 
This is a unique, once in a lifetime opportunity to help shape a new consulting business which has the backing of an established and highly successful consulting firm on mainland Europe. Ideally working for a Big 4, you will have an entrepreneurial spirit combined with the ability and ambition to fast track to Partner.
 
Key responsibilities will include:
 	project/programme delivery of business transformation strategies, typically focused on post-merger integration, new offer modelling, digital and/or business consulting around process modelling, operational risk mitigation, regulatory issues, CRM, PMO and /or business facing IT.
 	the support of new business sales initiatives.
 	account management.
 	the introduction and adherence to appropriate methodologies and quality controls
 
Please check you meet the following mandatory requirements before applying: 
 	be an experienced Financial Services Consultant with a focus on Capital Markets, Private Banking, Retail Banking and/or Insurance.
 	have business consulting experience in a Tier 1 management consultancy practice (ideally Big 4), involving one or more of the following: change, process analysis and improvement, PMO, digital, CRM etc.
 	be experienced in supporting a sales team in proposition development, prospect identification, contract negotiation etc.
 	be self-motivated, a team player, thrive on challenge and have the personal gravitas to make an impact.
 
You will join a highly motivated team, working in a culture that fosters mutual respect and adopts the highest standards of integrity and professionalism.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6033-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director – Aerospace / Defence
Exceptional Consulting Director role in a very high growth, award winning consulting firm with a rewarding and supportive culture.
 
Are you ready to take a big step in your career, to take greater ownership and accountability and deliver truly outstanding results with accelerated career development potential?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Do you have a strong skill set and experience as a Senior Manager or equivalent, gained in an established consulting firm?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
Due to increased demand they are seeking a top calibre management consultant to join their Aerospace / Defence practice in a client facing delivery and leadership opening, typically leading several projects/workstreams, playing a key role in client management and sector leadership (not least through ensuring delivery excellence), taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria:
 	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
 	Wholly mobile (M-F but never weekends)
 	A CV that demonstrates ambition, success and fast track career growth
 	Strong numeracy and analytical skills
 	Significant experience, including a leadership role, as an operations/process/performance improvement consultant in a recognised and highly regarded consulting firm
 	Recent experience in the Aerospace/Defence sector  (as a consultant or employee)
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, Managing Consultant, in strictest confidence, quoting reference: 6046-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director – Retail/FMCG
Exceptional Consulting Director role in a very high growth, award winning consulting firm with a rewarding and supportive culture.
 
Are you ready to take a big step in your career, to take greater ownership and accountability and deliver truly outstanding results with accelerated career development potential?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Do you have a strong skill set and experience as a Senior Manager or equivalent, gained in an established consulting firm?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
Due to increased demand they are seeking a top calibre management consultant to join their Retail/FMCG practice in a client facing delivery and leadership opening, typically leading several projects/workstreams, playing a key role in client management and sector leadership (not least through ensuring delivery excellence), taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria for:
 	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
 	Wholly mobile (M-F but never weekends)
 	A CV that demonstrates ambition, success and fast track career growth
 	Strong numeracy and analytical skills
 	Significant experience, including a leadership role, as an operations/process/performance improvement consultant in a recognised and highly regarded consulting firm
 	Recent experience in the Retail and/or FMCG sectors  (as a consultant or employee)
 
 We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, Managing Consultant, in strictest confidence, quoting reference: 6050-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Strategy Manager: Digital Transformation Consulting
Progressive opportunity to join a Digital Strategy Consulting practice within a successful IT services business.
 
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business.
 
The Digital Strategy Team’s success is centred on understanding that the value any solution will bring is key. Helping clients to drive profitable growth and reducing costs are the most compelling reasons behind requests for their digital strategy offering. They recognise that an effective digital strategy can transform an organisation, driving growth from clients’ existing products and services and helping to grow revenue from new investments.
 
They now wish to hire a Strategy Manager and a Senior Manager, and exploit their range of offerings:
 
	Business value impact: where clients get a clear business case that spells out the value up front.
	Business imperatives: uncovering opportunities that exist in clients’ businesses to grow revenue, reduce costs and improve efficiency.
	Integration of digital & physical channels: help clients engage customers using the most appropriate channel – whether that happens to be digital or physical.
	Analytics across the enterprise: to make the right decisions about what matters most.
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:  
 
	Previous experience of working within either a Strategy consulting firm, Big 5 consulting firm, boutique consulting company or within an internal strategy consulting team.
	Experience of consulting around Strategy & Transformation for different industries, combining technology and digital trends and innovation, with practical application.
	Business development/ proposition development experience.
	Project management experience.
	Good first degree as a minimum.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6038-JR.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Strategy Director: Digital Consulting
Newly created Digital Consulting role in an expanding Digital Strategy practice of a mid sized IT services business.
 
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business.
 
The Digital Strategy Team’s success is centred on understanding that the value any solution will bring is key. Helping clients to drive profitable growth and reducing costs are the most compelling reasons behind requests for their digital strategy offering. They recognise that an effective digital strategy can transform an organisation, driving growth from clients’ existing products and services and helping to grow revenue from new investments.
 
They now wish to hire a Director of Consulting, who will report into the Head of Practice, and exploit their range of offerings:
 
	Business value impact: where clients get a clear business case that spells out the value up front.
	Business imperatives: uncovering opportunities that exist in clients’ businesses to grow revenue, reduce costs and improve efficiency.
	Integration of digital & physical channels: help clients engage customers using the most appropriate channel – whether that happens to be digital or physical.
	Analytics across the enterprise: to make the right decisions about what matters most.
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:  
 
	Previous experience of working within either a Strategy consulting firm, Big 5 consulting firm, boutique consulting company or within an internal strategy consulting team.
	Experience of consulting around Strategy & Transformation for different industries, combining technology and digital trends and innovation, with practical application.
	Business development/ proposition development experience.
	Team leadership experience.
	Good first degree as a minimum.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6054-JR.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director - Local Government or Health sector
Director-level opportunity for an experienced management consultant with expertise in Local Government or the Health sector.
 
Do you have experience of leading major performance improvement and operational transformation projects for Local Government or Health sector clients, gained in an established consulting firm?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction, or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
With a strong track record of working with local councils and health sector clients to deliver operational improvement, they are now seeking a Consulting Director with experience in either of those sectors.  This is a client facing delivery and leadership role, typically leading several projects and playing a key role in client management and sector leadership (not least through ensuring delivery excellence), taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria:
 
 	Significant experience, including a leadership role, as an operations/ process/ performance improvement consultant in a recognised and highly regarded consulting firm
 	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
 	Wholly mobile (M-F but never weekends)
 	A CV that demonstrates ambition, success and fast track career growth
 	Strong numeracy and analytical skills
 	Recent consulting experience within Local Government or the Health sector
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, Managing Consultant, in strictest confidence, quoting reference: 6051-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Digital Change Manager
Unique and exciting new Digital Change Manager role in dynamic and leading edge heritage business.
 
Our client is a dynamic and go-ahead charity that looks after six landmark and iconic locations including a World Heritage site. Operated on firmly commercial lines its profits are ploughed into research and the upkeep of these amazing historic buildings.
 
They have commenced a major, far reaching digital transformation programme encompassing all aspects of this complex organisation and now seek to fill the key post of Senior Digital Change Manager to play a pivotal role in the success of this initiative.
 
The key responsibilities of the role include providing strategic leadership by creating and managing the delivery of the change plans for the digital programme and providing cross stream project management and PMO oversight. The role reports to the overall Programme Director.
 
The role is a fixed two year contract and is based in the glorious Hampton Court Palace.
 
 Please check you meet the following mandatory requirements before applying: 
 
 	A track record of delivering complex change  projects  in a digital environment (technical expertise not required)
 	Programme management, Project Office and project methodology experience
 	Training and coaching design and delivery experience
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6057-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Marketing Manager
Unique opportunity for part time Digital Marketing expert with Dynamics CRM in small start-up healthcare technology business. Equity potential.
 
Our client is a small, innovative and exciting technology business that has demonstrated its capability to transform patient experiences and outcomes in the NHS while at the same time achieving significant Primary Care productivity improvements. Working closely with Microsoft and the NHS their platform is established with several Clinical Commissioning Groups and Trusts and there is a major opportunity for further roll out of the service. Hence this new Digital Marketing role which involves defining and delivering new digital and mobile services that enable and sustain engagement with large patient groups and their carers. Examples include patients living with chronic conditions and  complex care situations.
 
The opportunity for personal and career development is immense and there is potential for an equity share in the business.
 
As it’s a new role in an early stage company it’s initially  part time, and the hours and work requirements are flexible and likely to be paid on a day-rate basis. However, client demand is expected to increase rapidly. The work will be home based with the potential for occasional travel to meet other members of the team and clients.
 
It might suit a parent returning to the work place or someone wishing to build a portfolio of commitments and able to be flexible depending on workloads.
 
Please check you meet the following mandatory requirements before applying:
	Experience in a consumer facing digital marketing role
	Microsoft Dynamics CRM: experience as “expert user”, not a developer or IT person
	Health experience is not essential but must have a genuine interest in the subject and an understanding of the challenge of engaging with consumers and changing behaviours.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply Chris Sale, in strictest confidence, quoting reference: 6056-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Insurance Consultant
Newly created strategic insurance consultant roles shaping and defining propositions and major change and transformation programmes.
 
A global market leader, with over three decades of experience serving insurers globally and a full portfolio of integrated service offerings from outsourcing to consulting, our client is the transformation innovation partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational and technology performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
 
They now wish to fill two senior Insurance Consultant roles to contribute to the development of the Insurance Services Strategy in the UK market. These newly created openings will play a key role in business development, working closely with sales and account teams to define and shape propositions, solutions and delivery roadmaps. They seek talented individuals with deep expertise gained in an insurer or in insurance consultancy who:
 
 	Can act in both business development and engagement roles, supporting the sale and delivery of the complete transformation proposition at board level.
 	Are capable of contributing to major bids for strategic accounts.
 	Can drive discussions at CXO/Senior Manager levels in the insurance industry to shape
and deliver client-specific solutions
 
These are not sales roles but are insurance industry experts, engaging and influencing at strategic and very senior levels.
 
To qualify, candidates must have:
 	Extensive and current experience in business strategy, change or transformation in the insurance sector in the UK with a proven ability to manage executive stakeholders
 	Experience of shaping and overseeing programmes (the main thrust is up front engagement, understanding the business and creating value propositions).
 	Track record of developing and maintaining senior and influential relationships in the industry
 	Evidence of thought leadership and innovation and at the cutting edge of trends in the insurance sector
 
Candidates must be mobile although the nature of these senior roles is to allow some flexibility and diary control!
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6055-SB
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant – Performance Improvement
Exceptional career development opportunities for experienced Performance Improvement consultants, within an award-winning consultancy.
 
Are you a performance improvement or operational transformation consultant with a track record of high achievement and accelerated career progression within an established consulting firm or blue-chip corporate environment?
 
Are you a problem solver with excellent analytical rigour and intellectual curiosity looking to work within a genuinely stimulating and collaborative environment?
 
Are you now ready to take a big step in your career, to take greater ownership, accountability and deliver truly outstanding results with accelerated career development potential?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional calibre of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are a mid sized operational consulting firm delivering business transformation and performance improvement across a range of industry sectors.
 
Due to increased client demand they are seeking experienced consultants to join in client facing delivery roles, typically leading one or more projects/workstreams, and playing a key role in client management through ensuring delivery excellence, as well as people leadership and development.
 
Career prospects are exceptional.
 
The following are critical selection criteria:
 
	Strong academic background including a 2.1 or above from a top UK university or equivalent
	Wholly mobile within the UK (but guaranteed to be back home by Friday pm!)
	A CV that demonstrates ambition, success and accelerated career growth
	Strong numeracy and analytical skills
	A career as an operational transformation consultant, or process / performance improvement consultant, ideally including experience within a recognised and highly regarded consulting firm.
 
We can only accept applications from candidates with the current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 5927-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Director: Digital Strategy Consulting
Progressive opportunity to join Digital Strategy Consulting practice in a successful IT services business.
 
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business.
 
The Digital Strategy Team’s success is centred on understanding that the value any solution will bring is key. Helping clients to drive profitable growth and reducing costs are the most compelling reasons behind requests for their digital strategy offering. They recognise that an effective digital strategy can transform an organisation, driving growth from clients’ existing products and services and helping to grow revenue from new investments.
 
They now wish to hire a Director of Digital Strategy Consulting and exploit their range of offerings:
	 Business value impact: where clients get a clear business case that spells out the value up front.
	Business imperatives: uncovering opportunities that exist in clients’ businesses to grow revenue, reduce costs and improve efficiency.
	Integration of digital & physical channels: help clients engage customers using the most appropriate channel – whether that happens to be digital or physical.
	Analytics across the enterprise: to make the right decisions about what matters most.
 
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:
 
	Previous experience of working within either a Big 5 consulting firm, boutique consulting company or within an internal strategy consulting team.
	Experience of thought leadership around Digital Strategy & Transformation for different industries, combining latest technology trends and innovation with practical application.
	Team leadership experience.
	Good first degree as a minimum.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6054-JR
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Organisational Change Consultant – Manager and Senior Consultant level
Excellent opportunity for organisational change consultants to drive Digital implementation, understanding the impact on the employee.
 
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business.
 
New openings have been created for organisational change consultants at Manager and Senior Consultant level to join the growing employee experience practice, with a focus on improving employee experience by digital transformation.
 
Digital transformation can help make a company more attractive to work for, and empower an effective workforce. This practice is helping organisations improve their employee experience by defining the right strategy for them by providing collaboration, smart working and analytics solutions, plus support from both an infrastructure and culture perspective.
 
Successful candidates will lead projects and programmes from proposition development, content design and leading teams to deliver a blend of consulting and technology solutions in the following areas:
 	Digital Culture and Workforce;
 	Automation and Job Design;
 	Mobilising the Workforce;
 	Information Management.
 
Most client work will be in London and the south east but candidates may be required to travel within the UK. There are opportunities for working on market defining engagements and enjoying career progression within this growing strategic division.  This role also provides the opportunity to work across industry sectors (particularly financial services, utilities and retail) and develop client accounts directly supporting sales efforts.
 
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:
 
 	Demonstrable track record in organisational change including business process and people change;
 	Exposure to digital implementation;
 	Experienced consultants with a background from a leading management consultancy firm;
 	Educated to degree level as a minimum.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference: 6052-JR.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Systems Delivery Director
Low travel Systems Delivery Director role within a vibrant, IT services company: exciting client work, fast track career opportunity with equity and Board potential in 12-24 months.
 
This newly created Systems Delivery Director role within a vibrant, high growth, friendly IT services company offers exceptional experience, exciting client work, fast track career opportunity and good work life balance to an exceptional, ambitious, high potential Programme Manager and with strong systems integration and IT delivery skills.
 
Our client was founded in 2008 and has grown rapidly to become a 200+ person international systems integration and IT consulting group working with an impressive client list. Amongst their USP’s are dedication to successful delivery and a culture which is down to earth, friendly and highly entrepreneurial: much of their growth has resulted from offering responsibility and commercial opportunities to their staff to seize. Another key attribute is encouraging a sane work life balance in the business.
 
Their planned and ambitious expansion is moving into a new phase and as a result there is a key opening for a high potential, fast track Systems Integration Director with exceptional programme management and Project delivery skills to lead substantial £multimillion client SI engagements and to play a lead role with a key newly acquired client. While focussed on delivery excellence account growth will also be important.
 
The seniority of the role is reflected in the direct line reporting to the COO. Career prospects are exceptional in this growing business with genuine Board potential within 12-24 months.
 
Most clients are in the London area but occasional overnight trips may be required.
 
My client is willing to consider a candidate looking for a step UP in their role and responsibilities.
 
Please check you meet the following mandatory requirements before applying:
	Experience at Manager level or above in a leading brand name SI firm or consulting firm
	Hands on experience of project and programme management of major system integration projects of across the whole lifecycle including software and applications development
	Business facing and commercially aware underpinned by bedrock of strong IT training
	Clear evidence of ambition, career growth and success
	Strong academic background including a good degree
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  6047-3-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Partner -  Local Government
Exceptional opportunity for a Consulting Partner with expertise in Local Government to join a high-growth, award-winning consulting firm.
 
Do you have a strong skill set and experience as a Consulting Partner or equivalent, gained in an established consulting firm, working with Local Government clients?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction, or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
With a strong track record of working with local councils to deliver operational improvement, they are now seeking a Consulting Partner to join their Local Government practice. This is a client facing delivery and leadership role, typically leading several projects and playing a key role in client management and sector leadership (not least through ensuring delivery excellence), taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria:
	Significant experience, including a leadership role, as an operations/ process/ performance improvement consultant in a recognised and highly regarded consulting firm
	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
	Wholly mobile (M-F but never weekends)
	A CV that demonstrates ambition, success and fast track career growth
	Strong numeracy and analytical skills
	Recent experience within Local Government (as a consultant or employee)
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, Managing Consultant, in strictest confidence, quoting reference: 6051-CB
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Programme Manager - Digital Technology
Digital Technology programme manager for a progressive role to lead online and mobile programmes at the forefront of digital.
 
Our client is a large and highly successful financial services organisation which is driving forward with the digital agenda, particularly in mobile and online channels to market.
 
This is a progressive new role, which will take responsibility for managing and growing the digital technology development team.
 
The primary responsibility for the role is to maximise delivery capability, and also to take a strategic approach to new developments, to identify and enhance improvements in the methods of delivery, team development, and the use of new technologies.
 
On the delivery side, the role will have overall responsibility for a wide portfolio of digital projects with the objective of delivery excellence, releasing quality software, first time, on time, within budget.
 
Candidates will have a background with a company where mobile and online channels to market are a component of the business, ideally (but not exclusively) financial services.
 
Candidates will also demonstrate strong career growth to date, and will have potential for fast promotion.
 
The role is based in the northern Home Counties, commutable from London or Birmingham. Relocation expenses will be paid for people out with commuting distance.
 
Please check you meet the following mandatory requirements before applying:
	A background managing technology teams in a digital environment;
	Strong programme management skills;
	People and team management skills and ability to manage staff, demonstrated by experience of leading a teams of 20 staff plus;
	Understanding of online and mobile technologies;
	A university degree.
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6044-2-JR
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Public Sector Consulting Partner
Exceptional Consulting Partner roles leading Local Authority and Health sectors  in very high growth, unique, award winning firm with rewarding and supportive culture.
 
Are you ready to take a big step in your career, to take greater ownership and accountability and deliver truly outstanding results with accelerated and outstanding career development potential?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Do you have a strong skill set and experience as a Consulting Partner or equivalent, gained in an established consulting firm?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
Due to increased demand they are seeking a top calibre Consulting Partner to join their Health and Local government practices in  client facing delivery and leadership roles, typically leading several projects/workstreams, playing a key role in client management and sector leadership (not least through ensuring delivery excellence), taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria:
 
 	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
 	Wholly mobile (M-F but never weekends)
 	A CV that demonstrates ambition, success and fast track career growth
 	Strong numeracy and analytical skills
 	Significant experience, including a leadership role, as an operations/process/performance improvement consultant in a recognised and highly regarded consulting firm
 	Recent experience in the Health or Local Government sectors  (as a consultant or employee)
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based here.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: 6039-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Manager - Digital Technology
Progressive career role for a technology leader at the forefront of digital (online and mobile) programme management.
 
Our client is a large and highly successful financial services organisation which is driving forward with the digital agenda, particularly in mobile and online channels to market.
 
This is a progressive new role, which will take responsibility for managing and growing the digital technology development team.
 
The primary responsibility for the role is to maximise delivery capability, and also to take a strategic approach to new developments, to identify and enhance improvements in the methods of delivery, team development, and the use of new technologies.
 
On the delivery side, the role will have overall responsibility for a wide portfolio of digital projects with the objective of delivery excellence, releasing quality software, first time, on time, within budget.
 
Candidates will have a background with a company where mobile and online channels to market are a component of the business, ideally (but not exclusively) financial services.
 
Candidates will also demonstrate strong career growth to date, and will have potential for fast promotion.
 
The role is based in Buckinghamshire, commutable from London or Birmingham. Relocation expenses will be paid for people out with commuting distance.
 
Please check you meet the following mandatory requirements before applying:
	A background managing technology teams in a digital environment;
	Strong programme management skills;
	People and team management skills and ability to manage staff, demonstrated by experience of leading a teams of 20 staff plus;
	Understanding of online and mobile technologies;
	A university degree.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6044-1-JR
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consultant
A unique opportunity for Banking Consultant to join start-up division of established European consulting firm. This is a PMO role requiring skills in Change Management and Business Process analysis.
Our client is a very high growth European Banking consulting firm, formed in 2006 by big 4 consulting partners, now 110 consultants strong and taking its first expansion steps with the opening of a London office. With a strong pipeline of work with a major Bank, they are seeking a Banking Consultant to join their new team. The growth is being led by one of their most senior and experienced Partners who has moved to London and this is a critical phase in their plans for business expansion. Unique, a most overused term, is an accurate description of this opportunity.
This hire will play a key role in the establishment of the London office, while clearly client and delivery focused: he/she will initially work as part of the Project Management Office of an Investment Banking Digital Transformation Programme working with Workstream Managers and Project Committees to:
 
	identify project risks
	input to the decision making process of the Steering Committee
	update the global planning and project financials
	prepare presentation material.
 
They are seeking an ambitious, fast track individual capable of early promotion: their early hires are already Partners in the parent firm.
This Banking Consultant role will be demanding of course but is not expected to be high travel i.e. mainly Central London with European trips.
 
Please check you meet the following mandatory requirements before applying:
 
	Financial services experience, ideally within a Corporate/Investment Banking environment.
	A minimum of a years’ operational experience in business project deployment
	Some exposure to change management, business process analysis and optimisation
	Rigorous, autonomous, team -spirited, results-oriented and able to adapt to multi-cultural environments
 
The firm is also prepared to consider applications from bright graduates with a good degree from a Russell Group university.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6049-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Systems Integration Director
Low travel Systems Integration Director role within a vibrant, IT services company: exciting client work, fast track career opportunity with equity and Board potential in 12-24 months.
 
This newly created Systems Integration Director role within a vibrant, high growth, friendly IT services company offers exceptional experience, exciting client work, fast track career opportunity and good work life balance to an exceptional, ambitious, high potential Programme Manager and with strong systems integration and IT delivery skills.
 
Our client was founded in 2008 and has grown rapidly to become a 200+ person international systems integration and IT consulting group working with an impressive client list. Amongst their USP’s are dedication to successful delivery and a culture which is down to earth, friendly and highly entrepreneurial: much of their growth has resulted from offering responsibility and commercial opportunities to their staff to seize. Another key attribute is encouraging a sane work life balance in the business.
 
Their planned and ambitious expansion is moving into a new phase and as a result there is a key opening for a high potential, fast track Systems Integration Director with exceptional programme management and Project delivery skills to lead substantial £multimillion client SI engagements and to play a lead role with a key newly acquired client. While focussed on delivery excellence account growth will also be important.
 
The seniority of the role is reflected in the direct line reporting to the COO. Career prospects are exceptional in this growing business with genuine Board potential within 12-24 months.
 
Most clients are in the London area but occasional overnight trips may be required.
 
My client is willing to consider a candidate looking for a step UP in their role and responsibilities.
 
Please check you meet the following mandatory requirements before applying:
	Experience at Manager level or above in a leading brand name SI firm or consulting firm
	Hands on experience of project and programme management of major system integration projects of across the whole lifecycle including software and applications development
	Business facing and commercially aware underpinned by bedrock of strong IT training
	Clear evidence of ambition, career growth and success
	Strong academic background including a good degree
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  6047-3-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Programme Director
Exceptional Consulting Programme Director and leadership role, with great work/life balance, reporting to COO of mid-sized, high growth IT business.
 
This newly created Consulting Programme Director role within a vibrant, high growth, friendly IT services company offers exceptional experience, exciting client work, fast track career opportunity and good work life balance to an exceptional, ambitious, high potential SI Programme manager.
 
Our client was founded in 2008 and has grown rapidly to become a 200+ person international systems integration and IT consulting group working with an impressive client list. Amongst their USP’s are dedication to successful delivery and a culture which is down to earth, friendly and highly entrepreneurial: much of their growth has resulted from offering responsibility and commercial opportunities to their staff to seize. Another key attribute is encouraging a sane work life balance in the business.
 
Their planned and ambitious expansion is moving into a new phase and as a result there is a key opening for a high potential, fast track IT services or Consulting Programme Director with exceptional programme management and Project delivery skills to lead substantial £multimillion client SI engagements and to play a lead role with a key newly acquired client. While focussed on delivery excellence account growth will also be important.
 
The seniority of the role is reflected in the direct line reporting to the COO. Career prospects are exceptional in this growing business. Most clients are in the London area but occasional overnight trips will, be required.
 
My client is willing to consider a candidate looking for a step UP in their role and responsibilities.
 
Please check you meet the following mandatory requirements before applying:  
 
	Experience at Manager level or above in a leading brand name SI firm or consulting firm
	Hands on experience of project and programme management of system integration projects of £multi-million across the whole lifecycle
	Clear evidence of ambition, career growth and success
	Strong academic background including a good degree
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference: 6047-1-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Managing Operations Consultant
Exceptional Managing Operations Consultant roles in very high growth, award winning firm with rewarding and supportive culture.
 
Are you ready to take a big step in your career, to take greater ownership, accountability and deliver truly outstanding results with accelerated and outstanding career development potential?
 
Are you a top performer and career fast tracker, a problem solver, with excellent analytical rigour and intellectual curiosity?
 
Do you have a strong skill set and experience as an operations consultant, gained in an established consulting firm?
 
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and the inspiring work culture explains why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are a mid sized operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
Due to increased demand they are seeking experienced consultants to join in client facing delivery roles, typically leading one or more projects/workstreams, and playing a key role in client management through ensuring delivery excellence, as well as people leadership and development.
 
Career  prospects are exceptional.
 
The following are critical selection criteria:
 
	Strong academic background including a 2.1 or above from a top UK university or equivalent
	Wholly mobile (potentially M-F but always back by Friday pm!)
	A CV that demonstrates ambition, success and accelerated career growth
	Strong numeracy and analytical skills
	A career as an operations consultant, process consultant or performance improvement consultant  in a recognised and highly regarded consulting firm.
 
We can only accept applications from candidates with the  current Right to Work in the UK.
 
Please apply to Christopher Sale, Managing Director,  in strictest confidence, quoting reference: 5927-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Managing CRM Digital Consultant: London and UK wide
Key senior CRM Digital Consultant roles in business consulting practice of high growth global IT Services and outsourcing player
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from   competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
Its consultancy business is a thriving and integrated part of the service proposition and plays a key role in enabling them to provide genuinely innovative and transformational capability to their prestigious client base.
 
These key openings are  for an experienced CRM Consultant, currently at Manager or Senior Manager level to provide transformational business and change consulting as a CRM Digital Consultant incorporating Multichannel and Digital to a cross section of clients. These hybrid and senior  roles will be firmly client facing and delivery focused but will also offer the opportunity to contribute across business and proposition development, practice development and sales/client development. The role will be focused on the UK but will include European travel.
 
This is an expanding group in a high growth business and opportunities for personal and career development are excellent.
 
Please check you meet the following mandatory requirements before applying: 
 
	Strong and broad background in customer experience, CRM and related consulting solutions
	Multichannel experience with a sound understanding of all matters digital
	An experienced management consultant with recent experience gained in a consultancy or agency environment
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK and based in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6043-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal CRM Consultant
Key senior digital consulting job for an exceptional CRM consultant in the business consulting practice of a high growth global IT Services and outsourcing player.
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
Its consultancy business is a thriving and integrated part of the service proposition and plays a key role in enabling them to provide genuinely innovative and transformational capability to their prestigious client base.
 
This key role is for an experienced CRM consultant, at Manager or Senior Manager level to provide transformational business and change consulting in CRM and Customer Experience incorporating Multichannel and Digital to a cross section of clients. This hybrid role will be firmly client facing and delivery focussed but will also offer the opportunity to contribute across business and proposition development, practice development and sales/client development. The job will be focussed on the UK but will include European travel.
 
This is an expanding group in a high growth business and opportunities for personal and career development are excellent.
 
Please check you meet the following mandatory requirements before applying:  
 
	Strong and broad background in customer experience, CRM and related consulting solutions
	Multichannel experience with a sound understanding of all matters digital
	An experienced management consultant with recent experience gained in a consultancy or agency environment
	Degree qualified
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work in the UK and based in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6043-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Customer Experience Principal Consultant
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from   competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
Its consultancy business is a thriving and integrated part of the service proposition and plays a key role in enabling them to provide genuinely innovative and transformational capability to their prestigious client base.
 
This key Digital Customer Experience role is for an experienced consultant, at Manager or Senior Manager level to provide transformational business and change consulting in Customer Experience incorporating Multichannel and Digital to a cross section of clients. This hybrid role will be firmly client facing and delivery focussed but will also offer the opportunity to contribute across business and proposition development, practice development and sales/client development. The role will be focussed on the UK but will include European travel.
 
Please check you meet the following mandatory requirements before applying:  
 
	Strong and broad background in customer experience, CRM and related consulting.
	Multichannel experience with a sound understanding of all matters Digital
	An experienced management consultant with recent experience gained in a consultancy or agency environment
	Degree qualified
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work in the UK and based in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6043-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant Operations
Our client is an exceptional global premier advisory and consulting firm with a first rate reputation. (NOT Big 4 or in IT!) They offer the benefits of an excellent client base and exceptional work, fast track career progression  with a supportive culture which is both flexible and entrepreneurial.
 
Significant expansion of their Operations Transformation business has created a number of openings for high calibre individuals at Managing Consultant and Principal Consultant level who are keen to move to the next stage of their career and excited by working in a truly international high growth environment.
 
You will be a key contributor to the growth and success of the London office, able to lead and deliver varied consulting projects with a focus on operations and process improvement, working closely with colleagues, particularly in Corporate Finance, often as part of multidisciplinary teams
 
We are seeking exceptional individuals with clear future promotion and leadership potential.
 
Please check you meet the following mandatory requirements before applying:  
 
	a fast track career including clear evidence of promotions and employment stability
	a good 1st degree
	experience as a consultant in a first rate consulting firm
	experience of one or more of: operational strategy, operations improvement, supply chain, performance improvement, cost reduction, turnaround, lean, six sigma, continuous improvement, gained in industry/manufacturing/chemicals etc.
	Some experience of an M&A environment i.e. due diligence, post-merger integration, demergers etc.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6030-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Consulting Senior Manager
Our client is a highly successful global IT services and systems integration player, pre-eminent amongst its competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
Its 200 strong consultancy business is a thriving, flexible  and integrated part of the service proposition and plays a key role in enabling them to provide genuinely innovative and transformational capability to their prestigious client base.
 
This key Digital Customer Experience role is for an experienced consultant, at Manager or Senior Manager level to provide transformational business and change consulting in Customer Experience incorporating Multichannel and Digital to a cross section of clients. This hybrid role will be firmly client facing and delivery focussed but will also offer the opportunity to contribute across business and proposition development, practice development and sales/client development. The role will be focussed on the UK but will include European travel.
 
Please check you meet the following mandatory requirements before applying:  
 
	Strong background in customer experience, CRM and related consulting including digital and multichannel
	An experienced management consultant with recent experience gained in a consultancy or agency environment
	Degree qualified
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6043-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Financial Services Consulting Manager
Our client is a very high growth European strategic Banking consulting firm: formed in 2006 by Big 4 consulting partners, it now comprises 112 consultants and is taking its first expansion steps with the opening of a new operational consulting business in London. This is being led by one of their most senior and experienced Partners who has moved to London to manage this critical phase in their growth plans.
 
Already with a strong pipeline of work with major banks, they are seeking an experienced and high calibre Financial Services Consultant to join the business at Manager or Senior Manager level. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office: while clearly client and delivery focused, responsible for project management of change and process improvements, the individual will take on broader business development, proposition development and practice responsibilities. The role will involve client delivery and playing a full part in the leadership and development of this new business.  They are seeking an ambitious, fast track individual capable of early promotion: their early hires are already Partners in the parent company.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with European trips.
 
Please check you meet the following mandatory requirements before applying: 
 
	Experienced Financial Services Consultant, ideally with a focus on Capital Markets and Private Banking but experience in Retail Banking and Insurance would also be attractive.
	Business consulting experience in a recognised management consultancy practice, i.e. leading projects involving one or more of the following: change, process analysis and improvement, PMO, digital, CRM etc.
	Experienced in supporting a sales team in proposition development, prospect identification, contract negotiation etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are currently based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6033-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consulting Partner
Our client is a very high growth European strategic Banking consulting firm: formed in 2006 by big 4 consulting partners it is now 110 consultants and taking its first expansion steps with the opening of a new operational consulting business from a new London office. This is being led by one of their most senior and experienced Partners who has moved to London, as this is a critical phase in their growth plans.
 
Already with a strong pipeline of work with two major banks they are they are seeking an experienced and high calibre individual to join the business at Director or Partner level. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office, effectively acting as co-leader alongside the Managing Partner. The role will be strongly sales and business development orientated (and the level of sales will determine the level of the role) but will also involve client delivery responsibilities and playing a full part in the leadership and development of this new business, initially in London but potentially Europe in due course.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with occasional European trips.
 
At Partner level a profit share arrangement applies which is expected to generate remuneration comparable with Partner earnings in the largest consulting firms.
 
Please check you meet the following mandatory requirements before applying: 
 
	Extensive Financial Services experience and senior UK contacts
	Experience in a senior permanent role in a recognised UK management consultancy practice
	Sales experience and the proven ability to win consulting work
	Business consulting experience  involving one or more of strategy, target operating model design and development, business transformation, change, process analysis and improvement, PMO, digital, CRM etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are currently based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Strategy Operating Model Consultant
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business. With an impressive heritage of thought leadership and excellence in digital transformation and business change, and they work collaboratively with clients to help them achieve their goals. The business is small enough that everyone has the opportunity to make a mark and it is free of the bureaucracy of larger firms.
 
A new opening has been created: a fantastic opportunity for a Target Operating Model Consultant to join the Digital Strategy Transformation team and carve out a new role at the forefront of the Digital landscape.
 
Candidates will be experienced consultants from leading management consultancies, and will have a demonstrable track record in developing and tailoring target operating models to individual clients across a range of industries.   Experience with the following is of particular interest:
	Business operating model design
	Organisation governance and design
	Leadership level engagement on business strategy and change
	Benefits/value realisation modelling
	Process mapping
	Designing operational objectives
	Culture and management practices
	Talent strategy
	Understanding and involvement in business development processes
Most client work will be in London and the south east but candidates must be prepared to travel within the UK where required. There are opportunities for working on market defining engagements and enjoying career progression within this growing strategic division.  This role also provides the opportunity to work across industry sectors (particularly financial services, utilities and retail) and develop client accounts directly supporting sales efforts.
 
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:  
 
	Substantial experience of business operating model design (please note, candidates with IT operating models experience only will not be considered a fit for this role)
	Background with a top 5 consultancy firm
	Good first degree as a minimum
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in strictest confidence, quoting reference: 6042-JR
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Financial Services Consulting Partner
Our client is a very high growth European strategic Banking consulting firm: formed in 2006 by big 4 consulting partners. It is now 110 consultants and taking its first expansion steps with the opening of a new operational consulting business from a new London office. This is being led by one of their most senior and experienced Partners who has moved to London as this is a critical phase in their growth plans.
 
Already with a strong pipeline of work with two major banks they are seeking an experienced and high calibre financial services consultant to join the business at Principal (Director) or Partner level. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office. The role will be strongly sales and business development orientated (and the level of sales will determine the level of the role) but will also involve client delivery responsibilities and playing a full part in the leadership and development of this new business, initially in London but potentially further afield in due course.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with European trips.
 
Any appointment at Principal level would be on the clear understanding of subsequent promotion to Partner: at Partner level a profit share arrangement applies which is expected to generate remuneration comparable with Partner earnings in the largest consulting firms.
 
Please check you meet the following mandatory requirements before applying: 
 
	Financial Services experience and senior UK contacts in any of: Investment Banking, Wealth Management, Retail Banking or Insurance
	Experience in a senior permanent role in a recognised management consultancy practice
	Sales experience and the proven ability to win consulting work
	Business consulting experience  involving one or more of  target operating model design and development, business transformation, change, process analysis and improvement, PMO, digital, CRM etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Business Unit Director
Our client is a well respected mid sized IT services firm: a recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins of a business within an autonomous, successful subsidiary providing network services and related enterprise wide IT solutions.
 
The role will have overall responsibility for a £15m+, 150 staff business with a remit to continue profitable growth. This will be achieved through harnessing and developing the strong management team, improving the operational aspects of the business and ensuring business development opportunities are maximised across the business. This will include optimising internal synergies and communications, expanding the company brand and further developing long term relationships at CxO level with clients and partners. The role works within a high calibre leadership team comprising another Business Unit Director and the Sales Director and reports to the Senior Vice President.
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying: 
	Recent experience of successfully managing and growing a £10m+/50 person+ professional services, consultancy or managed services business within IT services or network services, probably as a Business Unit leader, Professional Services Director or equivalent
	Strong operations/delivery experience with a good experience of the commercial and people aspects of business management
	Experience with clients in one or more of the telecoms, financial services, utilities or secure government sectors
	Clear track record of job and employer stability and career growth.
 
We can only accept applications from candidates with a current Right to Work in the UK and based here.
 
Please apply to Jonathan Ross, in strictest confidence, quoting reference:  6034-JR.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Managing Consultant: Operations Excellence
Our client is an exceptional global (NOT Big 4 or IT!) premier advisory and consulting firm with a first rate reputation. They offer the benefits of an excellent client base and exceptional work with a supportive culture which is both flexible and entrepreneurial.
 
Significant expansion of their Operations Transformation business has created a number of openings for high calibre individuals at Managing Consultant and Senior Managing Consultant level who are keen to move to the next stage of their career and excited by working in a truly international high growth environment.
 
You will be a key contributor to the growth and success of the London office, able to lead and deliver varied consulting projects with a focus on operations and process improvement, working closely with colleagues, particularly in Corporate Finance, often as part of multidisciplinary teams
 
We are seeking exceptional individuals with clear future promotion and leadership potential.
 
Please check you meet the following mandatory requirements before applying:  
 
	A fast track career including clear evidence of promotions and employment stability
	A good 1st degree
	Experience as a consultant in a first rate consulting firm
	Experience of one or more of: operational strategy, operations improvement, supply chain, performance improvement, cost reduction, turnaround, lean, six sigma, or continuous improvement, gained in industry/manufacturing/chemicals etc.
	Some experience of consulting in an M&A environment i.e. due diligence, post-merger integration, demergers etc.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6030-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant: Internal role, Retail Bank
An outstanding opportunity for a business transformation consulting professional to join a major retail bank in a senior management position within their internal consulting team: this team delivers a spectrum of Digital and business consulting services to the bank’s core business areas.  This is an exciting time to join a successful, high growth organisation and to play a key role in transforming business performance.
 
Reporting to the MD of internal consulting, this is a key management role and will take responsibility for delivery of the bank’s strategy, transformation and operational goals.
 
The role is focused on Digitally-enabled change projects in Retail and Corporate Banking, as well as in Risk and Finance (transformation and continuous improvement projects).
 
Senior Managers typically lead teams consisting of managers, consultants and analysts. They are responsible for delivery of large-scale programmes and projects, defining scope and are expected to take accountability for delivering to time, cost and quality. In addition, they will be working in a matrixed environment where they will be managing a wide range of client resources as well as their own teams.
 
This is a London based role so will appeal to those in consulting who are looking for a low travel role. This opening offers a highly competitive package and strong career development opportunities.
 
  Please check you meet the following mandatory requirements before applying:  
 
	Experience of managing high profile, mission-critical projects and teams to deliver solutions in complex business and highly regulated environments.
	Proven team leadership experience of managing large, diverse teams in a complex environment.
	Recent track-record working within retail banking in a consulting capacity
	Previous consulting experience gained in a well recognised management consulting house
	A strong background of senior stakeholder management
	some exposure to digital transformation
	Degree educated
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at email@prismrecruitment.com, quoting reference: 6009-JR or call him on:  01784 898 050.
 
ALL APPLICATIONS WILL BE REPLIED TO!    Please note that we will not send your CV to any third parties without your explicit consent.

### Health Sector Consulting Principal/Director
Our client is a unique consulting firm, whether the measure is growth, exceptional quality of people, culture, client satisfaction or the quality and nature of the projects they deliver. Their track record of delivering massive results for clients and inspiring work culture explain why they have been growing at an average of 30% for the last decade and are on track for further significant growth in the coming years. They are an operational consulting firm delivering business transformation and performance improvements across a range of sectors.
 
Due to increased demand they are seeking several senior and very experienced consultants to join their Heath practice in client facing delivery roles, typically leading several projects/workstreams, playing a key role in client management (not least through ensuring delivery excellence),  taking the lead on people leadership and development and assuming broader practice and proposition development responsibilities.
 
The following are critical selection criteria:
 
	Exceptional academic background including a 2.1 or above from a top UK university or equivalent
	Wholly mobile (M-F only i.e. never weekends)
	A CV that demonstrates ambition, success and growth
	Strong numeracy and analytical skills
	At least part of your career as an operations/process/performance improvement consultant in a recognised and highly regarded consulting firm
	Recent experience in the Health or Social Care sectors (as a consultant or employee).
 
We can only accept applications from candidates with a current Right to Work in the UK and based here.
 
Please apply to Christopher Sale in strictest confidence, quoting reference: 6039-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Business Unit Director
Our client is a well respected IT services firm with UK and Europe revenues of c£100m. A recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins of a business within an autonomous, successful subsidiary providing network services and IT solutions.
 
The role will have overall responsibility for a £15m+, 150 staff business with a remit to continue profitable growth. This will be achieved through harnessing and developing the strong management team, improving the operational aspects of the business and ensuring business development opportunities are maximised across the business. This will include optimising internal synergies and communications, expanding the company brand and further developing long term relationships at CxO level with clients and partners. The role work closely with a leadership team comprising a further Business Unit Director and the Sales Director and report to the Senior Vice President
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying: 
 
	Recent experience of successfully managing and growing a £10m+/50 person+ professional services, consultancy or managed services business in IT services or network services, probably as a Business Unit leader, Professional Services Director or equivalent
	Strong operations/delivery experience with a good understanding of both the commercial and “numbers” aspects of business management
	Experience with clients in one or more of the telecoms, financial services, utilities or secure government sectors
	Track record of career job/employer stability and career growth
	Good first degree.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based here.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: : 6034-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Financial Analysis Manager - Digital Strategy
Our client is an expanding digital strategy and transformation consulting practice and part of a very highly regarded, high growth global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals. The business is small enough that everyone has the opportunity to make a mark and it is free of the bureaucracy and sclerosis of larger firms.  It is also large enough to compete for the most impressive enterprise transformation projects.
 
A new opening has been created: a fantastic opportunity for an analytical finance person to carve out a new role at the forefront of the Digital landscape.
 
Reporting to the Head of the Digital Strategy practice, this role will provide key information to enable client organisations to make the right investment decisions in digital. The focus will be to identify value drivers on how value is created in the business, and present compelling information on the return on invested capital on investments in Digital.  The objective is to make it very clear to client organisations (via the use of ROIC trees) that investment will have absolute positive returns on investment in Digital and create real business value.
 
The role can be based in London or Reading, depending where the successful candidate lives.
 
Please check you meet the following mandatory requirements before applying:  
 
	Good experience in finance and performance management
	Strong financial understanding of the principles underlying business value creation
	Background with a consultancy firm or finance/ planning team in a large corporate
	Good first degree as a minimum, may be a qualified accountant or post grad in a financial analysis orientated qualification
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Jonathan Ross in the strictest confidence, quoting reference: 6038
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Practice Manager
Our client is a well respected IT services firm with UK and Europe revenues of c£100m. A recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins at a    Practice providing network, datacentre and infrastructure services and solutions to the Banking sector.
 
The Banking Practice Manager will have overall responsibility for a 50 person business with a remit to continue profitable growth. This will be achieved through harnessing and developing the team, improving the operational aspects of the business through effective client and assignment leadership and ensuring business development opportunities are maximised.  Primary responsibilities include developing and delivering the business strategy, line management, resourcing, service delivery, client management and sales support. A key part of the role is leadership, management and motivation of a high quality team of IT professionals.
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying:  
 
	Recent experience of successfully managing and growing an IT services or networks business.
	Technical background, good understanding of IT and Networking technology
	Experience of the banking sector
	Strong operations/delivery experience with a good understanding of both the commercial and people aspects of business management.
	Track record of career job/employer stability and career growth
	Degree level education preferred
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: 6036-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant Operational Excellence
Remarkable openings for fast track strategic Operations Consultants in high growth boutique firm.
Our client is an exceptional global premier advisory and consulting firm with a first rate reputation (it’s NOT a “Big 4” or an IT company!). They offer the benefits of an excellent client base and exceptional work, fast track career progression with a supportive culture which is both flexible and entrepreneurial.
 
Significant expansion of their Operations Transformation business has created a number of openings for high calibre consultants at Managing Consultant and Principal Consultant level who are keen to move to the next stage of their career and excited by working in a truly international high growth environment.
 
You will be a key contributor to the growth and success of the London office, able to lead and deliver varied consulting projects with a focus on operations, performance and process improvement, working closely with colleagues, particularly in Corporate Finance, often as part of multidisciplinary teams
 
We are seeking exceptional management consultants with clear future promotion and leadership potential.
 
Please check you meet the following MANDATORY requirements before applying:  
 
 	a fast track management consultancy career including clear evidence of promotions and employment stability
 	a good 1st degree
 	experience as a management consultant in a first rate management consulting firm
 	experience as a management consultant of several of the following: operational strategy, operations improvement, supply chain, performance improvement, cost reduction, turnaround, lean, six sigma, continuous improvement, gained in industry/manufacturing/chemicals etc.
 	Some experience of an M&A environment i.e. due diligence, post-merger integration, demergers etc.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Caroline Boston, in strictest confidence, quoting reference: 6030-CB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consulting Director
Our client is a very high growth European strategic Banking consulting firm: formed in 2006 by big 4 consulting partners it  now comprises 110 consultants and is taking its first expansion steps with the opening of a new operational consulting business from a London office.
 
Already with a strong pipeline of work with a major Bank they are seeking a local Principal or Partner to co-lead the business. The growth is being led by one of their most senior and experienced Partners who has moved to London and this is a critical phase in their plans for business expansion. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office: they are seeking an experienced and high calibre financial services consultant at Principal or Partner level to join the business. The role will be strongly sales and business development orientated (and the level of sales will determine the level of the role) but will also involve client delivery responsibilities and playing a full part in the leadership and development of this new business, initially in London but potentially further afield in due course.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with occasional European trips.
 
An appointment at Principal level would be on the clear understanding of subsequent promotion to Partner: at Partner level a profit share arrangement applies which is expected to generate remuneration comparable with Partner earnings in the largest consulting firms.
 
Please check you meet the following mandatory requirements before applying: 
 
	Financial Services experience and senior contacts in any of: Investment Banking, Wealth Management, Retail Banking or Insurance
	Experience in a senior permanent role in a recognised management consultancy practice
	Sales experience and the proven ability to win consulting work
	Business consulting experience i.e. leading projects involving one or more of  change, process analysis and improvement, PMO, digital, CRM etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032-SB
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Professional Services Manager: IT Services
Our client is a well-respected IT services firm with UK and Europe revenues of c£100m. A recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins at a    Practice providing network, datacentre and infrastructure services and solutions to the Banking sector.
 
The Professional Services Manager will have overall responsibility for a 50 person business with a remit to continue profitable growth. This will be achieved through harnessing and developing the team, improving the operational aspects of the business through effective client and assignment leadership and ensuring business development opportunities are maximised.  Primary responsibilities include developing and delivering the business strategy, line management, resourcing, service delivery, client management and sales support. A key part of the role is leadership, management and motivation of a high quality team of IT professionals.
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying:  
 
	Recent experience of successfully managing and growing an IT services or networks business.
	Strong operations/delivery experience with a good understanding of both the commercial and people aspects of business management.
	Experience with in the financial services sector, ideally banking
	Track record of career job/employer stability and career growth
	Sound relevant technology career background.
 
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: 6036-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant: Operations, M&A
Our client is a premier advisory and consulting firm with a first rate reputation. They offer the benefits of an excellent client base and exceptional work with a supportive culture which is both flexible and entrepreneurial.
 
Significant expansion of the Operations Transformation business, which supports the Corporate Finance teams in pre and post deal consultancy, has created a number of openings for high calibre individuals at Managing Consultant and Senior Managing Consultant level who keen to move to the next stage of their career and excited by working alongside first rate colleagues in in a truly international high growth environment.
 
You will be a key contributor to the growth and success of the team in the London office, able to lead and deliver varied consulting projects with a focus on operations improvement and operational strategy, working closely with colleagues, particularly in Corporate Finance, often as part of multidisciplinary teams
 
We are seeking exceptional individuals with clear future promotion and leadership potential.
 
Please check you meet the following mandatory requirements before applying: 
 
	A fast track career including clear evidence of promotions and employment stability
	A good 1st degree
	Experience as a consultant in a first rate consulting firm
	Experience of one or more of: operational strategy, operations improvement, supply chain, performance improvement, cost reduction, turnaround, lean, six sigma, or continuous improvement.
	Some experience of consulting in an M&A environment ie due diligence, other pre deal activity, post merger  integration etc.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Chris Sale in strictest confidence, quoting reference: 6030-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Financial Services Consulting Partner
Our client is a very high growth European strategic Banking consulting firm: formed in 2006 by big 4 consulting partners it is now 110 consultants and taking its first expansion steps with the opening of a new operational consulting business from a London office. Already with a strong pipeline of work with a major Bank they are seeking a local Principal or Partner to co-lead the business. The growth is being led by one of their most senior and experienced Partners who has moved to London and this is a critical phase in their plans for business expansion. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office: they are seeking an experienced and high calibre financial services consultant at Principal or Partner level to join the business. The role will be strongly sales and business development orientated (and the level of sales will determine the level of the role) but will also involve client delivery responsibilities and playing a full part in the leadership and development of this new business, initially in London but potentially further afield in due course.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with European trips.
 
An appointment at Principal level would be on the clear understanding of subsequent promotion to Partner: at Partner level a profit share arrangement applies which is expected to generate remuneration comparable with Partner earnings in the largest consulting firms.
 
Please check you meet the following mandatory requirements before applying: 
 
	Financial Services experience and senior contacts in any of: Investment Banking, Wealth Management, Retail Banking or Insurance
	Experience in a senior permanent role in a recognised management consultancy practice
	Sales experience and the proven ability to win consulting work
	Business consulting experience i.e. leading projects involving one or more of  change, process analysis and improvement, PMO, digital, CRM etc.
 
We can only accept applications from candidates with a current Right to Work in the UK and who are based in the UK with experience in UK Financial Services.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6032
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Business Unit Manager: Financial Services
Our client is a well respected IT services firm with UK and Europe revenues of c£100m. A recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins at a Practice  providing network, datacentre and infrastructure services and solutions to the Banking sector.
 
The Business Unit Manager will have overall responsibility for a 50 person business with a remit to continue profitable growth. This will be achieved through harnessing and developing the team, improving the operational aspects of the business through effective client and assignment leadership and ensuring business development opportunities are maximised. Primary responsibilities include developing and delivering the business strategy, line management, resourcing, service delivery, client management and sales support. A key part of the role is leadership, management and motivation of a high quality team of IT professionals.
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying:  
 
	Recent experience of successfully managing and growing an IT services or networks business
	Strong operations/delivery experience with a good understanding of both the commercial and people aspects of business management
	Experience with in the financial services sector, ideally banking
	Track record of career job/employer stability and career growth
	Sound relevant technology career background.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: 6036-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Business Transformation Directors – General Insurance & Broking Operations
A global market leader, with over three decades of experience serving insurers globally and a full portfolio of service offerings, our client is the transformation innovation outsourcing partner of choice, supporting the entire insurance value chain. Top insurers engage with them globally to achieve improved operational performance and better customer experiences whilst they re-evaluate their strategies to identify new avenues for growth and sustain existing business.
 
They now require two Business Transformation Directors to contribute to the development of the General Insurance Business Processes Services business in the UK market. These newly created openings will play a key role in sales and business development, working closely with sales and account teams, together with subsequent transformation delivery.  They seek talented individuals with deep expertise gained in an insurer, outsourcer or consultancy who:
 
	Can drive discussions at CXO/Senior Manager levels in the insurance industry to create outsourcing models and deliver on the same.
	Can take ownership of large transformation programmes.
	Are capable of leading a team in major bids for strategic accounts.
	Can act in both a business development and an engagement role, selling and delivering the complete transformation/outsourcing deal at board level.
	Are fully mobile.
 
To qualify, candidates must have:
 
	Experience in operations management and technology enabled business transformation across General Insurance/Commercial Insurance/Re-Insurance/Broking Services sectors in the UK.
	Experience of shaping and leading programmes (the main thrust is up front engagement, understanding the business and creating value propositions).
	A significant breadth of knowledge of standards and models for operational excellence and relevant process and change methodologies (Six Sigma, Lean etc.)
	An understanding of current operational and technology issues in the Global Insurance Market.
	Management and leadership capabilities.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6026-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director IT Services
Our client is a well respected IT services firm with UK and Europe revenues of c£100m. A recent reorganisation has created an opportunity for a talented and ambitious leader to take the reins at an autonomous, successful subsidiary providing network services and IT solutions.
 
The role will have overall responsibility for a £15m+ business with a remit to continue profitable growth. This will be achieved through harnessing and developing the strong management team, improving the operational aspects of the business and ensuring business development opportunities are maximised across the business. This will include optimising internal synergies and communications, expanding the company brand and further developing long term relationships at CxO level with clients and partners.
 
This attractive role offers considerable growth potential for an ambitious and entrepreneurial business leader and the opportunity to shape the business strategy as part of a stable, well established group with a supportive and empowering culture.
 
Please check you meet the following mandatory requirements before applying:  
 
	Recent experience of successfully managing and growing a £10m+ professional services business or consulting within IT services or networks, as a business unit leader or Managing Director.
	Strong operations/delivery experience with a good understanding of both the commercial and “numbers” aspects of business management
	Experience with clients in one or more of the financial services, utilities or secure government sectors
	Track record of career job/employer stability and career growth
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Christopher Sale, Managing Director, in strictest confidence, quoting reference: 6034-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consultant
Our client is a very high growth European Banking consulting firm, formed in 2006 by big 4 consulting partners, now 110 consultants and taking its first expansion steps with the opening of a London office. With a strong pipeline of work with a major Bank they are seeking their first London employee to join the team. The growth is being led by one of their most senior and experienced Partners who has moved to London and this is a critical phase in their plans for business expansion. Unique, a most overused term, is an accurate description of this opportunity.
 
This hire will play a key role in the establishment of the London office: while clearly client and delivery focussed working with a major investment bank to project manage change and process improvements, the individual will take on broader business development, proposition development and practice responsibilities. They are seeking an ambitious fast track individual capable of early promotion: their early hires are already Partners in the parent firm.
 
The role will be demanding of course but is not expected to be high travel i.e. mainly Central London with  European trips.
 
Please check you meet the following mandatory requirements before applying:  
	Financial services experience
	Experience in a permanent role in either a recognised management consultancy practice or in an internal consulting/project role with a Blue Chip bank
	Business consulting experience i.e. leading projects involving one or more of  change, process analysis and improvement, PMO, digital, CRM etc.
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in strictest confidence, quoting reference: 6033-SB.
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Transformation Consulting Director
Our client is an expanding business and digital transformation consulting practice and part of a very highly regarded, high growth global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals. The business is small enough that everyone has the opportunity to make a mark and it is free of the bureaucracy and sclerosis of larger firms but large enough to compete for the most impressive enterprise transformation projects.
 
Two new roles have been created,  fantastic opportunities to carve out and define roles at the forefront of the Digital Landscape. The first in the area of the Digital Employee and the Corporate Digital Environment. Pulling together existing staff, capability and practices this role will involve leadership of Social, Internal Knowledge, Collaboration and Mobility services. This is a business facing senior role requiring the ability to influence at clients’ Board level and explain leading edge concepts in business language. It is a truly hybrid role encompassing practice leadership, proposition and business development, sales and revenue growth and hands on delivery and leadership of assignments.
 
The second role is establishing and leading an Internet of Things practice: while this will draw on leading edge technology capability it is more of a start up and therefore the client facing delivery, sales and business development skills will be to the fore. Business facing transformation skills remain paramount.
 
While much of the client base is South East based this cannot be guaranteed so full mobility is required.
 
An exceptional and unique role for an ambitious digital or business facing IT consulting professional.
 
Please check you meet the following mandatory requirements before applying:  
 
	Track record of career growth and success as a management consultant in a recognised and highly regarded consultancy firm
	Experienced in sales and business development as well as involvement in broader practice leadership
	Evidence of leading edge thinking and consulting in relevant areas of the Digital landscape, focussed on tangible business benefit
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury in the strictest confidence, quoting reference: 6029-SB
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Digital Consulting Director
Our client is an expanding business and digital transformation consulting practice and part of a very highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals. The business is small enough that everyone has the opportunity to make a mark and it is free of the bureaucracy and sclerosis of larger firms but large enough to compete for the most impressive enterprise transformation projects.
 
A new position has been created, a fantastic opportunity to carve out and define a role at the forefront of the Digital Landscape in the area of the Digital Employee and the corporate Digital Environment. Pulling together existing staff, capability and practices this role will involve leadership of Social, Internal Knowledge, Collaboration and Mobility services. This is a business facing role requiring the ability to influence at clients’ Board level and explain leading edge concepts in business language. It is a truly hybrid role encompassing practice leadership, proposition and business development, sales and revenue growth and hands on delivery and leadership of assignments.
 
While much of the client base is South East based this cannot be guaranteed so full mobility is required.
 
An exceptional and unique role for an ambitious digital or business facing IT consulting professional.
 
Please check you meet the following mandatory requirements before applying:  
 
	Track record of career growth and success as a management consultant in a recognised and highly regarded consultancy firm
	Experienced in sales and business development as well as involvement in broader practice leadership
	Evidence of leading edge thinking and consulting in relevant areas of the Digital landscape, focussed on tangible business benefit
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
Please apply to Sheila Bradbury, in the strictest confidence, quoting reference: 6029-SB
 
ALL APPLICATIONS WILL BE REPLIED TO!
 
Please note that we will not send your CV to any third parties without your explicit consent.

### Business Improvement Consultant
Our client is a midsized high growth operations consultancy, a leader in its field, working across sectors, across the globe to deliver critical business improvement projects: their current high demand locations include North and South America, SE Asia, near and Middle East and Africa.
 
They are currently seeking an experienced business management consultant to join as an Analyst in a role that in a 2-3 week time frame seeks to identify business improvement opportunities with prospective clients and to translate these into clear bottom line benefits and ROI to engage the client in commissioning the implementation phase of the project. These critical consultancy exercises enable their client to see the clear benefits that can be achieved and to have the confidence that this management consultancy firm ensure they do so.
 
As such the Analyst needs to have an exceptional blend of skills including consultancy experience especially in the area  of business analysis i.e.  project definition and scoping, target operating model, ROI, business cases, benefits realisation etc. They will also of course need strong communication and presentation skills and an enthusiasm for business development, client relationship management and sales. This is a truly hybrid role!
 
You could be based anywhere but need to be within one hour of an international airport and be wholly globally mobile and happy with long hours which will be recognised by an exceptional package.
 
Please check you meet the following mandatory requirements before applying:  
 
	Management consultancy experience in a recognised consultancy firm (note: IT or Project Management background is not relevant)
	Experience of several sectors ideally including one or more of oil and gas, manufacturing, mining or financial services
	Experience in business analysis (as per above)
	Involvement in selling and winning work (note: role works with Sales but is not a pure sales role)
	Degree
	Fluent English
	Wholly mobile
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  6028-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Part time Recruitment Consultant/Researcher
If you are a graduate recruitment consultant or experienced recruitment researcher, with experience working in the professional or executive recruitment markets, seeking flexible hours and working arrangements, perhaps to fit with family commitments or other work then Prism could be for you.
 
Based in Staines, Prism is a very well established, successful, award winning and friendly niche recruiter focussed on the management consultancy and executive recruitment markets. It works with a small range of impressive clients typically handling posts in the £50,000- £150,000 range on both a contingency and retained search basis. We invest in candidate sourcing and quality IT, marketing and support functions and have an excellent reputation as a professional, high integrity business.
 
Further growth and market opportunities have created an opportunity for an experienced recruiter or recruitment researcher to play a key role in supporting the business and the Managing Director though all aspects of the recruitment lifecycle: depending on your background or interest you could either be focussed on supporting the senior recruiters’ candidate sourcing and assignment activities or play a broader role also including handling clients and owning jobs.
 
This role is part time c15-20 hours per week with exact days/timing to be mutually agreed and is a permanent appointment.
 
Please check you meet the following mandatory requirements before applying: 
 
	A graduate with a career in executive search research or in recruitment in the professional or executive markets
	Exceptional professionalism and integrity
	Strong written skills and excellent phone manner
	Enthusiastic about playing a key role in a small friendly team
 
We can only accept applications from candidates based in the UK,with a current Right to Work in the UK.
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  PR2-CS
 
ALL APPLICATIONS WILL BE REPLIED TO!

### Digital Change and Transformation Consultant
Our client is an expanding business and digital transformation consulting practice and part of a very highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals.
 
The team is growing rapidly and an opportunity has arisen for several ambitious business consultants, with a track record of career growth, to join the Digital Transformation and Change Team at various levels. These key client delivery focussed roles, operating at the intersection of people, process and technology, and working across sector will also provide the opportunity to contribute to sales and business development, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent: our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
Please check you meet the following mandatory requirements before applying:  
 
	Involvement in designing and delivering complex business change programmes
	Experience of technology enabled business consulting/transformation including some digital/e-commerce component
	Clear evidence of employer stability and career growth
	Some experience as management consultant within a leading recognised consulting firm/practice
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  6019-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Utilities Sales Director IT Services
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
Continued business growth has created a fantastic opportunity for an experienced Sales and Business Development Director to take a leadership role in the UK Utilities business in IT services. Although a well-established sector there is very considerable opportunity for further business growth, hence the need for this individual. Reporting to the UK and Ireland sector lead the role will offer considerable opportunity to make an impact with both new and emerging clients, taking to market an impressive portfolio of services, capability and track record.
 
The role could be based from anywhere in the UK but will require full UK mobility to travel to clients and London Head Office.
 
Please check you meet the following mandatory requirements before applying:
 
	Recent/current experience in a major IT services, business services or outsourcing firm
	Considerable (and current) experience and contacts in the UK utilities sector
	Impressive track record of utilities sector sales wins
	Mobile across UK
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale at email@prismrecruitment.com, quoting reference: 6025-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Utilities Sales Director BPO
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
A strategic business review has created a fantastic opportunity for an experienced Sales and Business Development Director to take leadership of the UK Utilities business in BPO. Although a well-established sector there is very considerable opportunity for further business growth, hence the need for this individual. Reporting to the UK and Ireland country lead the role will offer considerable opportunity to make an impact with both new and emerging clients, taking to market an impressive portfolio of services, capability and track record.
 
The role could be based from anywhere in the UK but will require regular “face time” in the London head office.
 
Please check you meet the following mandatory requirements before applying:
 
	Recent/current experience in a major IT services, business services or outsourcing firm
	Considerable (and current) experience and contacts in the UK utilities sector
	Impressive track record of utilities sector sales wins
	Mobile across UK and willing to be at London Head Office frequently
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale, quoting reference: 6024-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Change and  Transformation Consultant
Our client is an expanding 100 strong business consulting practice and part of a very highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals.
 
The team is expanding through successful business growth and an opportunity has arisen for several ambitious business consultants, with a track record of career growth, to join the Business Transformation and Change Team at various levels. These key client delivery focussed roles, operating at the intersection of people, process and technology, and working across sector will also provide the opportunity to contribute to sales and business development, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent: our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
Please check you meet the following mandatory requirements before applying:  
 
	Involvement in designing and delivering complex business change programmes
	Experience of technology enabled business consulting/transformation
	Clear evidence of employer stability and career growth
	Some experience as a management consultant within a leading recognised consulting firm/practice
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference 6019-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Consulting Manager: change and transformation consulting
Our client is an expanding 100 strong business consulting practice and part of a very highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital transformation they work collaboratively with clients to help them achieve their goals.
 
The team is expanding through successful business growth and an opportunity has arisen for ambitious and experienced business consultants at Manager/Senior Manager level, with a track record of career growth, to join the Business Transformation and Change Team. These key hybrid client delivery and business development focussed roles, operating at the intersection of people, process and technology, and working across sector will also involve contribution to practice development and leadership, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent: our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
Please check you meet the following mandatory requirements before applying:  
 
	Involvement in designing and delivering complex business change programmes
	Experience of technology enabled business consulting/transformation
	Clear evidence of employer stability and career growth
	Some experience as a management consultant with leadership responsibilities within a leading recognised consulting firm/practice
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference 6020-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Insurance Sales Director
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from   competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
A strategic business review has created a fantastic opportunity for an experienced Sales and Business Development Director to play a leadership role in the growth of the UK Insurance Business, reporting to the UK+I sector lead. Although a well-established sector there is very considerable opportunity for further business growth, hence the need for this individual. The role will have responsibility for selling the full range of solutions and services and offer considerable opportunity to make an impact with both new and emerging clients, taking to market an impressive portfolio of services, capability and track record.
 
This is an exceptional  opportunity for personal and career growth as my client is seeking someone with future sector leadership potential.
 
The role could be based from anywhere in the UK.
 
Please check you meet the following mandatory requirements before applying:
 
	Recent/current experience in a major IT services, consultancy or outsourcing firm.
	Considerable (and current) experience and contacts in the UK Insurance sector (general or life).
	Impressive track record of insurance sector sales wins.
	Experience of selling significant and complex services and solutions
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale, quoting reference: 6022-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant: internal role, Retail Bank
An outstanding opportunity for a business transformation consulting professional to join a major retail bank in a senior management position within their internal consulting team: this team delivers a spectrum of Digital and business consulting services to the bank’s core business areas.  This is an exciting time to join a successful, high growth organisation and to play a key role in transforming business performance.
 
Reporting to the MD of internal consulting, this is a key management role and will take responsibility for delivery of the bank’s strategy, transformation and operational goals.
 
The role is focused on Digitally-enabled change projects in Retail and Corporate Banking, as well as in Risk and Finance (transformation and continuous improvement projects).
 
Senior Managers typically lead teams consisting of managers, consultants and analysts. They are responsible for delivery of large-scale programmes and projects, defining scope and are expected to take accountability for delivering to time, cost and quality. In addition, they will be working in a matrixed environment where they will be managing a wide range of client resources as well as their own teams.
 
This is a London based role so will appeal to those in consulting who are looking for a low travel role.  This opening offers a highly competitive package and strong career development opportunities.
 
Please check you meet the following mandatory requirements before applying:  
 
	Experience of managing high profile, mission-critical projects and teams to deliver solutions in complex business and highly regulated environments.
	Proven team leadership experience of managing large, diverse teams in a complex environment.
	Recent track-record working within retail banking in a consulting capacity
	Previous consulting experience gained in a well recognised management consulting house
	A strong background of senior stakeholder management
	some exposure to digital transformation
	Degree educated
 
We can only accept applications from candidates with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at email@prismrecruitment.com, quoting reference: 6009-JR or call him on:  01784 898 050.
 
ALL APPLICATIONS WILL BE REPLIED TO!    Please note that we will not send your CV to any third parties without your explicit consent.

### Business and PMO Consultant
This is a unique opportunity to join a well-established and successful smaller management consultancy. Our expanding client has an exceptional track record of working with large multinationals across the private sector in the South East of England.
 
Founded by ex-Big 4 consultants, the firm has throughout the years helped their clients improve their businesses through dramatic change, performance and operations improvements and has also advised them on sustainability, regulatory and social challenges.
 
Due to a major client win there is an opportunity for a consultant with PMO or Project Management experience, initially to work on a related assignment but with the opportunity  to move into broader change and performance improvement projects if that is your preferred career direction
 
This fantastic opening  will appeal to consultants who are committed to delivering inspiring solutions and who are excited by the opportunity to work in a highly transparent and collegiate environment that is very different from their larger competitors.
 
The partners are very supportive of your ambitions and personal development and you will be given the scope to have a real impact within the firm and with your clients and to build your career in a growing firm.
 
Please check you meet the following mandatory requirements before applying:
 
	Recently/currently at Analyst/Junior Consultant level or equivalent in a major consulting firm, IT services organisation or corporate.
	Some project management or PMO experience
	A good 1st degree
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale, quoting reference: 6023-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Insurance Sales Director
Our client is a highly successful global consulting, IT services and outsourcing player, distinguished from competitors by its track record of impressive growth, its exceptional client footprint, its culture and approach to the market.
 
A strategic business review has created a fantastic opportunity for an experienced Sales and Business Development Director to play a leadership role in the growth of the UK Insurance Business, reporting to the UK+I sector lead. Although a well-established sector there is very considerable opportunity for further business growth, hence the need for this individual. The role will have responsibility for selling the full range of solutions and services and offer considerable opportunity to make an impact with both new and emerging clients, taking to market an impressive portfolio or services, capability and track record.
 
The role could be based from anywhere in the UK.
 
Please check you meet the following mandatory requirements before applying:
 
	Recent/current experience in a major IT services, business services or outsourcing firm.
	Considerable (and current) experience and contacts in the UK Insurance sector (general or life).
	Impressive track record of insurance sector sales wins.
	Sound academic background: degree level or equivalent
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale at email@prismrecruitment.com, quoting reference: 6022-CS.
 
Please note that we will not send your CV to any third parties without your explicit consent.
 

### Business Transformation Health Consultant
Our client is an expanding 100 strong business consulting practice and part of a highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital they work collaboratively with clients to help them achieve their goals.
 
The team is expanding through successful business growth and an opportunity has arisen for an ambitious and experienced business consultant with experience in healthcare and a track record of career growth, to join the Business Transformation and Change Team. This key change focussed role, operating at the intersection of people, process and technology  will also involve contribution to sales, practice development, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent and our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
Please check you meet the following mandatory requirements before applying: 
	Experience delivering complex business change projects within the NHS or other healthcare environments
	Realising benefits, particularly from technology projects in the health sector
	Clear evidence of employer stability and career growth
	Experience as a management consultant or internal consultant within a leading recognised consulting firm/practice or healthcare organisation
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference 6021-CS.
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Business Transformation Managing Consultant
Our client is an expanding 100 strong business consulting practice and part of a highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital they work collaboratively with clients to help them achieve their goals.
 
The team is expanding through successful business growth and an opportunity has arisen for ambitious and experienced business consultants at Manager/Senior Manager level, with a track record of career growth, to join the Business Transformation and Change Team. These key hybrid client delivery and business development focussed roles, operating at the intersection of people, process and technology, and working across sector will also involve contribution to practice development and leadership, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent and our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
 
Please check you meet the following mandatory requirements before applying:  
 
	Involvement in designing and delivering complex business change programmes
	Experience of technology enabled business consulting/transformation
	Clear evidence of employer stability and career growth
	Some experience as a management consultant with leadership responsibilities within a leading recognised consulting firm/practice
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference 6020-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Business Transformation Consultant
 
Our client is an expanding 100 strong business consulting practice and part of a highly regarded global IT and services business. With an impressive heritage of thought leadership and excellence in business change, BI/analytics and digital they work collaboratively with clients to help them achieve their goals.
 
The team is expanding through successful business growth and an opportunity has arisen for several ambitious business consultants, with a track record of career growth, to join the Business Transformation and Change Team. These key client delivery focussed roles, operating at the intersection of people, process and technology, and working across sector will also provide the opportunity to contribute to sales and business development, thought leadership and proposition development.
 
An exceptional client base is focussed on the South East but assignments could be elsewhere in the UK.
 
Career progression within this expanding practice is excellent and our client will not hire anyone without the clear expectation of the potential for further career growth and promotion.
 
Please check you meet the following mandatory requirements before applying: 
 
	Involvement in designing and delivering complex business change programmes
	Experience of technology enabled business consulting/transformation
	Clear evidence of employer stability and career growth
	Some experience as management consultant within a leading recognised consulting firm/practice
	Mobile: able to be at UK client site as required
 
We can only accept applications from candidates based in the UK with a current Right to Work in the UK for any employer.
 
Please apply to Chris Sale, in strictest confidence, quoting reference:  6019-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Head of Oil & Gas Consulting
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Consultancy Director to play a key and influential leadership role in their high visibility  business consulting arm.
 
Reporting to the European Head of Consulting this role will take leadership of the well established Oil and Energy sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery.
 
With an impressive client base this prestigious opportunity is recommended for highly ambitious individuals seeking significant career growth and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
 
Please check you meet the following mandatory requirements before applying:
 
	Deep expertise in the oil/energy sector including thought leadership, innovation, current trends, contacts etc.
	Deep sales and broader business development credentials
	Consultancy practice leadership including revenue ownership, business growth and proposition development.
	Currently/recently employed by established consultancy firm/practice
	Business facing but with experience of the technology and outsourcing landscape
	Degree qualified
	Wholly mobile
 
We can only accept applications from candidates with a current Right to Work without restriction across Europe.
 
Please apply to Mark Hurley in strictest confidence, quoting reference MH-6014
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Digital Consulting Director
A rare and exceptional opportunity for a subject matter expert in the digital sphere to build and lead the Digital Consulting practice in this very highly regarded, stable and growing IT services player, a preeminent global  leader.
 
The role will lead the expertise and serve as the primary interface with client organisations and CxOs regarding all matters relating to digital platforms, interfaces and technologies, running teams across the UK/European region, from strategy to delivery.
 
The successful candidate will possess intricate knowledge of the digital landscape, including: eCommerce, mCommerce, Analytics, Big Data, Information Management, Cloud, Mobility, CRM, Customer Experience, Social Media etc
 
However, this is more than just digital thinking and strategy: the successful candidate will help clients to review and transform their businesses, strategies, operating models, processes and technology to accommodate the rapidly changing digital landscape
 
This is an outstanding opportunity to join a high calibre practice with the scale, business and technology credentials and innovative thinking to truly deliver client organisations into a new, digitally capable existence.
 
Please check you meet the following mandatory requirements before applying:
	Subject Matter Expertise in the Digital Environment, covering the technology areas mentioned above and proven experience in linking this to clients broader business strategies and operating models
	Business facing, with credibility at CxO level
	Proven business development and sales success
	Currently/recently in a senior manager role or above in a top rank brand name management consultancy employer
	Full, international mobility
 
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
 
Please apply to Chris Sale in strictest confidence, quoting reference 6017
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Management Consultant-Sales
This young management consultancy was founded by an Olympic Gold medallist and an experienced management development consultant with a track record of building and leading consultancy firms. They are high growth and have an exceptional client base of both Blue Chip names and high growth entrepreneurial SMEs. The message is simple and positive: we can build you a top performing team.
For the next phase of their growth they seek an enthusiastic sales consultant to join the small team. Reporting to the founders, you will play a key role in the business, contributing towards the strategy and improving the business’s processes, client support and marketing. You will be responsible for the full sales cycle including researching and approaching target clients, picking up the regular flow of incoming enquiries, managing and developing existing and new accounts, at all times working closely with and supported by the leadership. Your rapid career track as a key employee could take you into a senior business development role or  a management consultancy post.
They are seeking an incredibly positive and enthusiastic professional, with professional services sales, management consultancy or related experience. You might be bored in a large company or have started a successful career in a smaller organisation but finding things a bit mundane.
However in addition to your successful career to date you will have had some outstanding achievement that demonstrates you have excelled in a high performing team and can represent this company’s unique proposition (Olympic Gold medal NOT essential!).
Please check you meet the following mandatory requirements before applying:
	Some involvement in consultative selling to the corporate market at a senior level
	Background in professional services or related sectors.
	Strong academic background
	Interested and active in sport
	An “outstanding non academic, non career achievement”: we leave it to you to decide whether you qualify. It doesn't have to be sports but is probably team based.
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply to Chris Sale, in strictest confidence, quoting reference: 6018-CS. ALL APPLICATIONS WILL BE REPLIED TO!
Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Manager: Digitally Enabled Change - Retail Bank
An outstanding opportunity for a business transformation consulting professional to join a major retail bank in a senior management position within their internal consulting team: this team delivers a spectrum of Digital and business consulting services to the bank’s core business areas. This is an exciting time to join a successful, high growth organisation and to play a key role in transforming business performance.
Reporting to the MD of internal consulting, this is a key management role and will take responsibility for delivery of the bank’s strategy, transformation and operational goals. The role is focused on Digitally-enabled change projects in Retail and Corporate Banking, as well as in Risk and Finance (transformation and continuous improvement projects).
Senior Managers typically lead teams consisting of managers, consultants and analysts. They are responsible for delivery of large-scale programmes and projects, defining scope and are expected to take accountability for delivering to time, cost and quality. In addition, they will be working in a matrixed environment where they will be managing a wide range of client resources as well as their own teams.
Some examples of transformation programmes are: design and implementation of digitally enabled retail and corporate customer operating models; credit risk transformation; regulatory transformation; Finance and Risk Systems Transformation; customer proposition development and customer experience transformation, corporate banking product design and implementation.
This is a London based role so will appeal to those in consulting who are looking for a low travel role. This opening offers a highly competitive package and strong career development opportunities.
Please check you meet the following mandatory requirements before applying:
	Experience of managing high profile, mission-critical projects and teams to deliver solutions in complex business and highly regulated environments
	Proven team leadership experience of managing large, diverse teams in a complex environment
	Recent track-record working within retail banking managing business change/ business transformation activities
	Previous consulting experience gained in a well recognised management consulting house
	A strong background of senior stakeholder management
	Ideally exposure to digital transformation
	Degree educated.
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply, in strictest confidence, to Jonathan Ross at email@prismrecruitment.com, quoting reference: 6009 or call him on: 01784 898 050.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Head of Oil & Gas Consulting
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Consultancy Director to play a key and influential leadership role in their high visibility  business consulting arm.
Reporting to the European Head of Consulting this role will take leadership of the well established Oil and Energy sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery.
With an impressive client base this prestigious opportunity is recommended for highly ambitious individuals seeking significant career growth and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep expertise in the oil/energy sector including thought leadership, innovation, current trends, contacts etc.
	Deep sales and broader business development credentials
	Consultancy practice leadership including revenue ownership, business growth and proposition development
	Currently/recently employed by established consultancy firm/practice
	Business facing but with experience of the technology and outsourcing landscape
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work without restriction across Europe.
Please apply to Mark Hurley in strictest confidence, quoting reference 6014-MH
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Manager: Banking Consulting
These positions represent exceptional opportunities to join the management consulting division of a leading IT and outsourcing business that is experiencing significant growth. With 40% of their business coming from the Financial Services sector and ranked in the top 5 of global providers of financial solutions, they are recognised and respected leaders in their field.
 
The roles are delivery focused, responsible for working with major, blue chip investment and retail banks to ensure that their business change and transformation programmes deliver results across people, processes & technology. With the increasing demands of shareholders, a shifting regulatory environment and the need to increase innovation, effective change has a vital impact on business competitiveness and therefore your ability to ‘make a difference’ is very real in these key openings.
 
Please check you meet the following mandatory requirements before applying:
	Experience of delivering consulting or technology projects that evidence combined business and technology skills within a business change environment.
	Project and consulting experience in Investment or retail banking OR management consultancy experience gained in a top tier brand name consulting firm
	The ability to make things happen, work at pace and achieve business outcomes
	Wholly mobile
	Degree qualified
We can only accept applications from candidates with a current Right to Work in the UK.
 
To apply, please submit your CV, in strictest confidence, to Chris sale at Prism Executive Recruitment quoting reference 6007-CS
 
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Banking Consulting Manager
These positions represent exceptional opportunities to join the management consulting division of leading IT and outsourcing business that is experiencing significant growth. With 40% of their business coming from the Financial Services sector and ranked in the top 5 of global providers of financial solutions, they are recognised and respected leaders in their field.
The roles are delivery focused, responsible for working with major, blue chip investment and retail banks to ensure that their business change and transformation programmes deliver the results they need across people, processes & technology. With the increasing demand of shareholders, a shifting regulatory environment and the need to increase innovation, effective change has a vital impact on business competitiveness and your ability to ‘make a difference’ is very real in these key openings
Please check you meet the following mandatory requirements before applying:
 	Experience of delivering projects (£500k-£10m value) that evidence combined business and technology skills within a business change environment.
 	Project and consulting experience in Investment or retail banking OR management consultancy experience gained in a top tier brand name consulting firm
 	The ability to make things happen, work at pace and achieve business outcomes
 	Wholly mobile
 	Degree qualified
We can only accept applications from candidates with a current Right to Work in the UK.
Please apply, in strictest confidence, to Chris Sale at Prism Executive Recruitment quoting reference 6007-CS.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Oil and Energy Consulting Director
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Consultancy Director to play a key and influential leadership role in their high visibility business consulting arm.
Reporting to the European Head of Consulting this role will take leadership of the well established Oil and Energy sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery.
With an impressive client base this prestigious opportunity is recommended for highly ambitious individuals seeking significant career growth and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep expertise in the oil/energy sector including thought leadership, innovation, current trends, contacts etc.
	Deep sales and broader business development credentials
	Consultancy practice leadership including revenue ownership, business growth and proposition development.
	Currently/recently employed by established consultancy firm/practice
	Business facing but with experience of the technology and outsourcing landscape
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work without restriction across Europe.
Please apply to Mark Hurley, in strictest confidence, quoting reference: 6014-MH.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Consulting Practice Leader: Manufacturing
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Consulting Director to play a key and influential leadership role in their high visibility business consulting arm.
Reporting to the European Head of Consulting this role will take leadership of the well established Manufacturing sector across UK and Europe with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery.
With an impressive client base this prestigious opportunity is recommended for highly ambitious individuals seeking significant career growth and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep expertise in the manufacturing sector including thought leadership, innovation, current trends, contacts etc.
	Deep sales and broader business development credentials
	Consultancy practice leadership including revenue ownership, business growth and proposition development.
	Currently/recently employed by an established consultancy firm/practice
	Business facing but with experience of the technology and outsourcing landscape
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK without restriction across Europe.
Please apply to Chris Sale, in strictest confidence, quoting reference: 6015-CS.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Managing Consultant Automotive
Continued client growth has  created an opening within the automotive sector in the mid sized  consultancy arm of an impressive,  highly successful and world class UK services business.
Widely regarded as leaders in their field with a sterling client feedback record, the team provide excellence in lean, operational excellence & continuous improvement consulting cross sector.
Their capacity to deliver significant benefits to their clients is clearly exceptional and with strong demand for their expertise, they seek to acquire new capability, strategic perspective, sector knowledge and rigorous consulting skills.
This role will engage at  C-Level, to lead and deliver major transformational change programmes.  The position will identify and deliver lean practice company wide, establishing credibility and expanding relationships by selling on further work. Additionally, the role will support development of propositions and thought leadership to support continued expansion.
This  exceptional opening  would suit someone seeking a new challenge and the REAL opportunity for fast track career growth, in a low risk environment and a culture that is supportive, collegiate and highly professional.
Candidates could have a home base anywhere in the UK.
Please check you meet the following mandatory requirements before applying:
	Track record of  managing operational improvement consultancy engagements in the automotive sector
	A good awareness of  operations excellence/lean/six sigma/continuous improvement
	Career history to include recent employment within a leading international consulting firm, or a recognised specialist consultancy firm
	Recent experience of successful business development, creating consulting solutions and proposition development, including automotive  sector specific solutions
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
Please apply to Chris Sale, in strictest confidence, quoting reference: 6011-CS.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Director Oil & Gas Consulting
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Director to play a key and influential leadership role in their high visibility business consulting arm.
Reporting to the European Head of Consulting this role will take leadership of the well established Oil and Energy sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery.
With an impressive client base this prestigious opportunity is recommended for highly ambitious individuals seeking significant career growth and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep expertise in the oil/energy sector including thought leadership, innovation, current trends, contacts etc..
	Deep sales and broader business development credentials
	Consultancy practice leadership including revenue ownership, business growth and proposition development
	Currently/recently employed by established consultancy firm/practice
	Business facing but with experience of the technology and outsourcing landscape
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK without restriction across Europe.
Please apply to Mark Hurley, in strictest confidence, quoting reference: 6014-MH.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Consulting Manager – Retail Bank
A rare and outstanding opportunity for an exceptional consulting professional to join a major retail bank in a senior management position within their internal consulting team. This is an exciting time to join a successful, high growth organisation and to play a key role in transforming business performance.
Reporting to the MD of internal consulting, this is a key management role and will take responsibility for delivery of high value change initiatives and banking operations transformation.
Key accountabilities will include leading cross-functional teams on large programmes, shaping the solution and driving delivery, plus managing key stakeholders in the bank.
Some examples of transformation programmes are: design and implementation of retail and corporate customer operating models; credit risk transformation; regulatory transformation; Finance and Risk Systems Transformation; customer proposition development and customer experience transformation, corporate banking product design and implementation.
This is a London based role so will appeal to those in consulting who are looking for a low travel role. This opening offers a highly competitive package and strong career development opportunities.
Please check you meet the following mandatory requirements before applying:
	Candidates will have a background with a large management consulting firm – Big 4 or equivalent.
	Must have substantial experience running business change projects in retail banking.
	Good experience and understanding of the regulatory environment in UK banks.
	Will be operating at senior management level.
	Must be an experienced people manager and led/coached/motivated/managed large teams on projects.
	Degree educated.
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at Prism Executive Recruitment or call him on 01784 898 050.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Manager – Retail Bank
A rare and outstanding opportunity for an exceptional consulting professional to join a major retail bank in a management position within their internal consulting team. This is an exciting time to join a successful, high growth organisation and to play a key role in transforming business performance.
This role will take responsibility for delivery of high value change initiatives and banking operations transformation.
Key accountabilities will include leading cross-functional teams on projects and programmes, shaping the solution and driving delivery, plus managing key stakeholders in the bank.
Some examples of transformation programmes are: design and implementation of retail and corporate customer operating models; credit risk transformation; regulatory transformation; Finance and Risk Systems Transformation; customer proposition development and customer experience transformation, corporate banking product design and implementation.
This is a London based role so will appeal to those in consulting who are looking for a low travel role. This opening offers a highly competitive package and strong career development opportunities.
Please check you meet the following mandatory requirements before applying:
	Candidates will have a background with a large management consulting firm – Big 4 or equivalent.
	Must have experience running business change projects in retail banking.
	Good experience and understanding of the regulatory environment in UK banks.
	Will be operating at senior consultant or manager level.
	Must be an experienced people manager and led/coached/motivated/managed teams on projects.
	Degree educated.
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at Prism Executive Recruitment using the application button below or call him on: 01784 898 050.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Banking Consultant
Career growth opportunities within the highly successful, mid sized, management consulting arm of this major international IT Services and Outsourcing/Offshoring group.
This leading organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader IT transformation offerings.
With a mandate to aggressively continue its growth strategy they seek to extend their established FS Consulting capability with the hire of retail banking and capital markets consultants to play lead roles in this area.
These positions will be instrumental in the management & delivery of high profile technology enabled consulting project and managing/influencing senior level stakeholders internally and externally. As part of a growing team, there is also scope to contribute to the development of the capability, including knowledge and proposition development. You will play roles across people, process and technology to enable the delivery of real client value.
The culture is friendly, entrepreneurial and empowering: you are expected to be able to land at a client and play a key role on projects and client development from day 1!
Please check you meet the following mandatory requirements before applying:
	Experience of delivering consulting projects that evidence combined business and technology skills within a business change environment
	Project and consulting experience gain in an investment or retail bank OR management consultancy experience gained in a top tier brand name consulting firm or highly regarded sector specialist
	The ability to make things happen, work at pace and achieve business outcomes
	Wholly mobile
	Degree qualified
We can only accept applications from candidates with a current Right to Work in the UK.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent

### Project Managers: Banking Consultancy
These positions represent unparalleled opportunities to join the management consulting division of a highly regarded IT and outsourcing business that is experiencing significant growth. With 40% of their business coming from the Financial Services sector and ranked in the top 5 of global providers of financial solutions they are recognised and respected leaders in their field.
The Project Manager roles are delivery focused, responsible for working with major, blue chip investment and retail banks to ensure that their business change and transformation programmes deliver the results they need across people, processes and technology. With the increasing demand of shareholders, a shifting regulatory environment and the need to increase innovation, effective change has a vital impact on business competitiveness and your ability to ‘make a difference’ is very real in these key openings
Please check you meet the following mandatory requirements before applying: 
	Experience of delivering projects (£500k-£10m value) that evidence combined business and technology skills within a business change environment
	Project and consulting experience in  Investment or retail banking OR management consultancy experience gained in a top tier brand name consulting firm
	The ability to make things happen, work at pace and achieve business outcomes
	Wholly mobile
	Degree qualified
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Prism Executive Recruitment quoting reference 6007-SB.
ALL APPLICATIONS WILL BE REPLIED TO!    Please note that we will not send your CV to any third parties without your explicit consent.

### Transformation Director
Key role leading major business transformation and change programmes, delivering £50m+ solutions at Board level.
Our client is a leading Consulting and outsourcing services group, which has enjoyed considerable and sustained growth. It is recognised as a leader in its field and held in high regard by its peers. This is an entrepreneurial, non-hierarchical and ‘can do’ organisation. Within their fully integrated offering, Business Transformation and related high value consulting capabilities make a key contribution and have a very high profile.
As a result of continued growth, they seek an experienced Business Transformation Director to support the revenue growth agenda by taking responsibility for ownership of the delivery of large scale programmes. These programmes involve full transformation: people, processes and technology. This involves taking the business vision of the client, shaping the solution, leading the business transformation and change teams, and working with internal and external stakeholders, plus third parties, to define and deliver the result.
You could be based from any UK office to suit your location.
To be considered for this exceptional opening with this first class company you must have the following profile:
	Considerable experience leading major (£30m+), complex transformation programmes typically across multiple sites and functions
	Experience across “people, process and technology” and full capability across the business transformation life cycle from strategy/operating model design to benefits realisation
	Will have been recently employed in a senior external client facing programme delivery role in a leading IT or BPO services player.
	Will have deep experience at the sharp end of transformation programme delivery (this role would not suit someone whose experience is transformation programme advisory, it needs hands on delivery experience)
	Experience in either public sector, telco, utilities or financial services
	Wholly mobile to work at client site across UK

### Senior Programme Manager
Our client is a globally recognised, highly regarded IT services, business consulting and outsourcing organization. Operating in over 40 countries world-wide, they offer Business and IT solutions to a range of global clients across a range of sectors.
As a result of continued success, they are expanding their practice and wish to hire a number of senior programme managers.
These roles offer the opportunity to run and advise on large-scale complex programmes with world’s largest and most prestigious companies. These programmes have a mixture of IT and business transformation and change; usually involving enterprise-packaged applications. Typical programmes will be £10 to £100m TCV, with multiple stakeholder, multiple site, cross border (often involving multiple European countries) scenarios.
Please check you meet the following mandatory requirements before applying:
	CxO level programme management with evidence of at least 2 large scale, complex IT enabled business transformation programmes.
	Recent experience working with a major/ blue chip client.
	Background working for a major systems integrator firm or management consulting firm.
	Experience of at least one of: insurance, retail banking esp. cards, investment management, risk, investment banking , pharma, and telco.
	Graduate
	Willingness and flexibility to travel to client sites in the UK and Europe.
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at Prism Executive Recruitment using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Life Sciences Consulting Leader
Our client is the medium-sized business consulting practice of one of the world’s most respected IT and outsourcing businesses. With c300 consultants the business is flexible, high growth and entrepreneurial and operates across Europe from the London European Head office. Consultancy plays a key and influential role in the business.
Reporting to the European VP of Consulting this role involves responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery. You will take leadership of the well-established and thriving Life Sciences sector with a focus on UK, Germany and Switzerland but also including clients in other countries. The role will lead a small experienced team and work closely with the European Consultancy practice leaders and the European business leadership.
Our client has an impressive client base and this is an exceptional opening for an ambitious and experienced Life Sciences Consulting professional to lead a key business sector and play an influential role in the broader European consulting practice.
Please check you meet the following mandatory requirements before applying:
	Deep consultancy expertise in the Life Sciences sector including evidence of thought leadership, innovation, current trends, contacts etc.
	Sales and client management/client development experience
	Consultancy practice leadership including revenue ownership, business growth and proposition development.
	Currently/recently employed by an established consultancy firm or in a major systems integration/ITO business
	Business facing but with experience of technology/systems integration and outsourcing
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in Europe and based in the UK or Germany.
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
All applications will be replied to! Please note that we will not send your CV to any third parties without your explicit consent.

### European Insurance Consulting Leader
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Insurance Consultancy Director and Sector Head to play a key and influential leadership role in their high visibility business consulting arm.
Reporting to the European Head of Consulting, this role will take leadership of the well-established and thriving Insurance sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery. The role will lead a small experienced team of senior SMEs and work closely with the other Consultancy practice leaders and the European business leadership.
With an impressive client base in the UK and Europe this prestigious opportunity is recommended for ambitious and experienced individuals seeking leadership responsibility and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep consultancy expertise in the Insurance sector including evidence of thought leadership, innovation, current trends, contacts etc.
	Sales and client management/client development experience
	Consultancy practice leadership including revenue ownership, business growth and proposition development.
	Currently/recently employed by an established consultancy firm or in a major systems integration/ITO business
	Business facing but with experience of technology/systems integration and outsourcing
	Degree qualified
	Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### PMO Consulting Director
This is an exceptional career opportunity to lead and build a Programme Management Office Services Practice within the highly successful Management Consultancy business of a leading Global outsourcing and IT Services group.
The role will take responsibility for:
	PMO & Programme Management Delivery: delivering high performance Programme Management Offices for enterprise clients, including design of governance, programme and project processes, mentoring and other disciplines to enhance an organization’s ability to successfully accomplish large and complex programmes.
	Managed PMO: identifying, developing and delivering services that can leverage the benefits of an outsource/offshore model.
	Practice management: Developing best practice in Project Management / Programme Management/ Portfolio Management, staff management, development and hiring.
	Business Development: revenue growth and selling to existing clients in conjunction with account teams.
The role is based in London but candidates who live in other locations in the UK will be considered.
Please check you meet the following mandatory requirements before applying:
	Experience of running large scale IT enabled business transformation programmes (£10m+)
	Experience of PMO and running PMO teams
	Experience of working for a “big brand” management consulting or IT services organisation
	Business development experience including selling consulting services
	Demonstrable credentials around best practice in Programme/ Project/ Portfolio management support
	Happy to travel to client sites
	Degree level qualification as a minimum
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director: Cards
High growth consulting business, part of leading IT services and Outsourcing/Offshoring group firm, seeks experienced cards and retail banking expert consultant for strategic client facing role, reporting to the Head of Practice
This leading organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader IT transformation offerings. Their client base is impeccable.
With a mandate to continue its growth strategy in 2014, they seek to extend their well established FS Consulting capability with the hire of a cards expert to play lead role in the growth of this area.
This position will be instrumental in the development of the capability, including knowledge and proposition development, broader business and client development, management & delivery of high profile technology enabled consulting projects and managing/influencing senior level stakeholders internally and externally.
Please check you meet the following mandatory requirements before applying:  
	Management consulting background as a permanent employee within either a large or recognised boutique management consultancy.
	Significant depth in the cards and retail banking domains.
	Hybrid business and IT Consulting track-record with particular experience in process improvement initiatives, operational strategy/business improvement, IT outsourcing and on/offshoring issues.
	Stakeholder relationship management (Build & sustain at C Level).
	Business development including proposition development, client relationship management, sales and supporting major SI wins
	Graduate with a recognised degree qualification.
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Chris Sale, using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!  Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director: Airlines
High growth consulting business, part of leading IT services and Outsourcing/Offshoring group firm, seeks experienced airlines expert consultant for strategic client facing role, reporting to the Head of Practice
This leading organisation has a track record of exceptional growth, secured through the provision of an integrated high value consulting capability to supplement its broader IT transformation offerings. Their client base is impeccable.
With a mandate to continue its growth strategy in 2014, they seek to extend their well established Consulting capability with the hire of an airline expert to play lead role in the growth of this area and the growth of a prestigious client relationship.
This position will be instrumental in the development of the capability, including knowledge and proposition development, broader business and client development, management & delivery of high profile technology enabled consulting projects and managing/influencing senior level stakeholders internally and externally.
Please check you meet the following mandatory requirements before applying: 
• Management consulting background as a permanent employee within either a large or recognised boutique management consultancy.
• Airline industry experience.
• Hybrid business and IT Consulting track-record with particular experience in process improvement initiatives, operational strategy/business improvement, IT outsourcing and on/offshoring issues.
• Stakeholder relationship management (Build & sustain at C Level).
• Business development including proposition development, client relationship management, sales and supporting major SI wins
• Graduate with a recognised degree qualification
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!  Please note that we will not send your CV to any third parties without your explicit consent.

### Consulting Director: Pharmaceutical & Life Sciences
Our client is the expanding business consultancy division of a highly successful and well regarded global IT organisation. Plans for significant growth in the Pharma sector have prompted the appointment of an experienced consulting professional to play a critical role in turning the vision into reality.
This high profile position will provide rigorous thought leadership to the delivery of transformational engagements in pharma R&D. Opening doors with a consultative approach to cross selling service offerings within the group & externally to an impressive world wide client portfolio will feature prominently. Leading high profile engagements with a hands-on, client-centred approach will also establish corporate prominence for short and long term success.
Please check you meet the following mandatory requirements before applying
	broad experience of the Pharma industry including Pharma R&D; drug research, discovery, development.
	Recent experience as an employed consultant in a recognized consultancy firm
	 While not seeking in depth IT skills, experience of technology enabled transformation and of systems integration, outsourcing, offshore etc is required
	expertise in business analytics, modelling and simulations to accelerate drug discovery will be an advantage
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Mark Hurley using the application button below, quoting reference 5998-MH
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.
 

### Managing Director – Business Intelligence
This is an exciting opportunity to join a well-established and highly successful mid-sized IT business providing Business Intelligence solutions and services based in the North West. The company is a market leader, with an exceptional reputation with its well established client base. The operation is successful but needs a fresh pair of eyes to identify profit and growth opportunities.
The role will take over overall management of this business unit, and will own the P&L. With an established team of high calibre staff, the role will focus on:
	Effective project management and business operations leadership
	Effective sales management
	Driving the growth of high value services revenue
	Identification of sources of higher margin business
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings. The role will also involve identification and pursuit of acquisition targets.
This role will have a high degree of autonomy, and will be very attractive for someone who wishes to lead a business and there is considerable growth potential for a highly progressive person.
Please check you meet the following mandatory requirements before applying:
	Experience of either running a P&L, or of managing a practice area and ready to take a bigger challenge – this will include solid management experience and ability to demonstrate a good understanding of the “numbers” side of the business
	Recent employment in an IT services, consulting or software business
	Experience of the life sciences, pharma or health sectors
	Good experience of managing project teams, to ensure implementations are on time and within budget, taking a robust approach to client management
	Sales management including running and managing a sales process – candidates will not necessarily have a sales background, but will have overseen the sales process and managed sales people.
	Good knowledge of business intelligence, datawarehousing, and related technologies from Oracle, Microsoft etc
	Demonstrate capability to open up new sources of revenue in other sectors.
	Flexible to travel to client sites UK wide
	Willing to be based in the North West
Please note if your recent experience is mainly focussed on IT infrastructure or IT hardware it is unlikely to fit with our client’s requirements.
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross using the application button below. quoting reference: 5997-JR
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Managing Director: Business Intelligence
This is an exciting opportunity to join a well-established and highly successful mid-sized IT business providing Business Intelligence solutions and services. Based in the North West, the company is a market leader, with an exceptional reputation with its well established client base. The operation is successful but needs a fresh pair of eyes to identify profit and growth opportunities.
The role will take over overall management of this business unit, and will own the P&L. With an established team of high calibre staff, the role will focus on:
 	Driving the growth of high value services revenue
 	Effective business operations leadership and P&L management
 	Ensuring project management is executed effectively
 	Effective management of the sales process
 	Identification of sources of higher margin business
In addition to building the business in existing markets, the incumbent will investigate the potential to take the business into new sectors, where market demand is compatible with the current range of offerings. The role will also involve identification and perusal of acquisition targets.
This role will have a high degree of autonomy, and will be very attractive for someone who wishes to “own” management of the business and there is considerable growth potential for a highly progressive person.
On offer is a base salary of £120-140k, plus a bonus of circa £50k plus benefits.
Please check you meet the following mandatory requirements before applying:
 	Experience of either running a P&L, or of managing a practice area and ready to take a bigger challenge – this will include solid management experience and ability to demonstrate a good understanding of the “numbers” side of the business
 	Strong knowledge of Business Intelligence and datawarehousing software and solutions
 	Experience working within an IT services, IT consulting or software business
 	Good experience of managing project teams, to ensure implementations are on time and within budget, taking a robust approach to client management
 	Sales management experience including running and managing a sales process - candidates will not necessarily be sales people, but will have overseen the sales process and managed sales people.
 	Ideally experience of the public sector and health sector
 	Demonstrate capability to open up new sources of revenue in other sectors.
 	Flexible to travel to client sites UK wide
 	Willing to be based in the North West
 	Please note if your recent experience is mainly focussed on IT infrastructure or IT hardware it is unlikely to fit with our client’s requirements.
We can only accept applications from candidates with a current Right to Work in the UK and are based here.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross at email@prismrecruitment.com, quoting reference: 5997-JR or call him on: 01784 898 050.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant Oil & Gas
Our client is a well-established and independent (i.e. NOT part of IT services firm, big 4 etc.) global  consulting firm with an outstanding record of delivering demonstrable and transformative results to clients focussing on the oil and energy sectors and an impressive blue chip client base.
They are poised for significant further growth.
As a result there are several new permanent appointments and a requirement for experienced management consultants at Manager/ Senior Manager level to work closely with the EMEA leadership team and play a critical role in the growth of the European business, working initially in a high profile position in one of their key European clients.
Assignments will be in the area of  change management,  organisational design and target operating model design
The role will have responsibility for leading major consulting engagements with clients as well as contributing to client development, proposition development and playing an influential role in the development of the practice.
The firm are committed to a 3/4/5 working model to respect employees’ work/life balance.
Opportunities for fast career growth to Director and Partner Level leadership roles are excellent.
Please check you meet the following mandatory requirements before applying:
• Recent business consulting  experience of the oil and gas vertical in upstream or downstream and of  current industry issues and drivers: at least 2-3 significant assignments
• Demonstrable ability to quickly establish rapport at all levels of major  industry corporates and deliver complex business solutions
• Currently or recently employed at Manager/Principal level or above in an established/recognised consulting firm
• Wholly mobile (see above)
Salary/Package:  c£100,000 plus Bonus
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
To apply, please submit your CV, in strictest confidence, to Mark Hurley using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!    Please note that we will not send your CV to any third parties without your explicit consent.

### Consultancy Partner: Health Sector
Our client is a well established, highly regarded, award winning and successful management consultancy firm which works with its clients in the Public and Private sectors to develop strategy, to implement change, and to deliver programmes. The business is part of the UK Government Consultancy One framework agreement. They are a thriving business with a clear plan for continued growth and a likely capital realisation in the coming years.
As a result of this ambition and because of the considerable inbound volume of sales leads in Health there is a requirement for a new Partner to develop their capability and offering in the UK Health Sector. The role will involve development of contacts, capability and relevant propositions; identifying and responding to bid opportunities and leading and delivering first rate consulting assignments for clients.
This is a true equity partnership position after an initial period and the package will be made up of a “draw” and profit share.
 Please check you meet the following mandatory requirements before applying:
•    Significant track record of consultancy experience within the UK Public Health sector
•    Experience of UK Public Sector ITTs and putting together successful bids. Will have held revenue      targets and be able to demonstrate experience in selling consultancy work
•    Experience at Senior Manager or Director level in a recognised UK management consultancy     employer
•    Mobile to work with clients across the UK and within London commuting distance
We can only accept applications from candidates currently based in the UK with the right to work in the UK.
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below, quoting reference: 5988-CS
ALL APPLICATIONS WILL BE REPLIED TO!    Please note that we will not send your CV to any third parties without your explicit consent.

### Senior Managing Consultant – Healthcare
Several major healthcare business wins have created an opening for a Senior Managing Consultant within the mid sized consultancy arm of an impressive, highly successful and world class UK services business.
Widely regarded as leaders in their field with a sterling client feedback record, the team provide excellence in lean, operational excellence & continuous improvement consulting cross sector.
Their capacity to deliver significant benefits to their clients is clearly exceptional and with strong demand for their expertise from non-traditional sectors, they seek to acquire new capability, strategic perspective, sector knowledge and rigorous consulting skills.
This role will engage at C-Level, to lead and deliver major transformational change programmes. The position will identify and deliver lean practice company wide, establishing credibility and expanding relationships by selling on further work. Additionally, the role will support development of propositions and thought leadership to support continued expansion.
These exceptional openings would suit someone seeking a new challenge and the REAL opportunity for fast track career growth, in a low risk environment and a culture that is supportive, collegiate and highly professional.
Candidates could have a home base anywhere in the UK.
Please check you meet the following mandatory requirements before applying:
• Track record of managing operational improvement consultancy engagements in the healthcare sector
• A good awareness of operations excellence/lean/six sigma/continuous improvement
• Career history to include recent employment within a leading international consulting firm, or a recognised specialist consultancy firm
• Recent experience of successful business development, creating consulting solutions and proposition development, including health sector specific solutions
• Wholly mobile
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross using the application button below or call him on 01784 898 050.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.
 
 

### Internal Business Change Consultants: Banking
This is an exciting time to join the internal business consulting division of a major banking group which is going through very large change activity - they wish to hire a number of people at Consultant level. The roles will take responsibility for development and implementation of internal client projects and offer a unique opportunity to define and deliver the Group’s change and transformation goals.
The roles will involve:
	Business process reengineering and improvements; ranging from short term projects to address process deficiencies, plus definition and delivery of process models to support new product and business launches;
	Organisational and structural definition, aligned to corporate and local operating models;
	Acting as a liaison with business and client teams: working with all functional areas to understand their business needs, plus liaise with IT to propose and implement solutions
	Management of small teams and responsibility for project deliverables
These are low travel roles so will appeal to consultants that are keen to enhance their work/ life balance.
Please check you meet the following mandatory requirements before applying:    
	Experience of delivery of business change/ transformation consulting with a large management consulting firm
	Experience of retail banking, or business/ corporate banking
	Experience of solving complex business problems and translating these into clear action plans
	Understanding of basic drivers for cost management and impact of processes and systems changes on costs.
	Educated to degree level 
Salary/Package:   To £50,000 - £70,000
We can only accept applications from candidates with a current Right to Work in the UK AND are based here or have firm plans to relocate to the UK. 
To apply, please submit your CV, in strictest confidence, to Jonathan Ross, quoting reference: 5671-JPR.
All applications will be replied to! Please note that we will not send your CV to any third parties without your explicit consent.

### Consultancy Partner : Health Sector
Our client is a well established, highly regarded, award winning and successful management consultancy partnerhship which works with its clients in the Public and Private sectors to develop strategy, to implement change, and to deliver programmes. The business is part of the UK Government Consultancy One framework agreement. They are a thriving business with a clear plan for continued growth and a likely capital realisation for the Partners in the coming years.
As a result of this ambition and because of the considerable inbound volume of sales leads in Health there is a requirement for a new equity Consultancy Partner to develop their capability and offering in the UK Health Sector. The role will involve development of contacts, capability and relevant propositions; identifying and responding to bid opportunities and leading and delivering first rate consulting assignments for clients.
Please check you meet the following mandatory requirements before applying
• Significant track record of consultancy experience within the UK Public Health sector
• Experience of UK Public Sector ITTs and putting together successful bids. Will have held   revenue targets and be able to demonstrate experience in selling consultancy work
• Experience at Senior Manager or Director level in a recognised UK management consultancy employer
• Mobile to work with clients across the UK and within London commuting distance
We can only accept applications from candidates currently based in the UK with the right to work in the UK.
ALL APPLICATIONS WILL BE REPLIED TO! Please note that we will not send your CV to any third parties without your explicit consent.

### European Head of Telecoms Consulting
As one of the most respected and innovative services and outsourcing players our well positioned client is seeking a top calibre Consultancy Director and Sector Head to play a key and influential leadership role in their high visibility business consulting arm.
Reporting to the European Head of Consulting this role will take leadership of the well-established and thriving Telecoms sector with responsibility for business development, client leadership, revenue growth, innovation and proposition development and engagement delivery. The role will lead a small experienced team and work closely with Country Heads and the (cross service line) Sector Head.
With an impressive client base across Northern Europe/Nordics this prestigious opportunity is recommended for ambitious and experienced individuals seeking leadership responsibility and the potential to make a real contribution in an entrepreneurial, fast moving, high growth environment.
Please check you meet the following mandatory requirements before applying:
	Deep consultancy expertise in the Telecoms sector in UK and Europe including evidence of thought leadership, innovation, current trends, contacts etc.
	Deep sales and client management/client development
experience,
	Consultancy practice leadership including
revenue ownership, business growth and proposition
development.
	Currently/recently employed by an established consultancy
firm or in a major systems integration/ITO business
	Business facing but with experience of
technology/systems integration and outsourcing
	Degree qualified
	Wholly mobile
Salary/Package: £140,000- £160,000 plus bonus
We can only accept applications from candidates with a current Right to Work without restriction across Europe.
To apply, please submit your CV, in strictest confidence, to Chris Sale, using the application button below.
All applications will be replied to! Please note that we will not send your CV to any third parties without your explicit consent.

### Business Consultant
This is a unique opportunity to join a well-established and successful boutique management consultancy as a Business Consultant. Our client has a solid track record of working with large multinationals across the private sector in the South East of England.
 
Founded by ex-Big 4 consultants, the firm has throughout the years helped their clients improve their businesses through dramatic change, performance and operations improvements and has also advised them on sustainability, regulatory and social challenges.
 
These fantastic openings will appeal to consultants who are committed to delivering inspiring solutions and who are excited by the opportunity to work in a highly transparent and collegiate environment that is very different from their larger competitors.
 
The partners are very supportive of your ambitions and you will be given the chance to have a real impact within the firm and with your clients.
 
While most of the assignments are London based, you could be asked to work outside of this area. 
 
Please check you meet the following mandatory requirements before applying: 
 
	Recently/currently at Analyst/Consultant level in a major consulting firm
	Business change , people change, process change or project management experience
	Degree qualified
 
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
 
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
 
ALL APPLICATIONS WILL BE REPLIED TO ! Please note that we will not send your CV to any third parties without your explicit consent.

### Operations Consultant
Are you a top performer and problem solver, with excellent analytical rigour and intellectual curiosity?
Do you have a strong skill set and experience within operations consulting, whether gained in a Blue Chip corporate or an established consulting firm?
Are you ready to take a big step in your career, to take greater ownership and accountability and deliver truly outstanding results?
This highly impressive and reputable consulting organisation is known for delivering significant and measurable business improvement and efficiency including improvements to operating profit, operational and supply chain performance, cost efficiency etc, working across all levels of organisation and realising tangible results, swiftly!
With annual growth of c40% and the business extending its offering into complementary service lines and new sectors, there is an immediate need for top performers with strong procurement skills to join the team.
Their consultants are also practical and capable; they achieve real, quantifiable business improvement underpinned by complex analytical assessment and problem solving skills, are ambitious and motivated but equally are personable and engaging individuals.
You will work on challenging project work with clients across a range of sectors, shaping and embedding business improvement across business operations.
Please check you meet the following mandatory requirements before applying:
	Strong experience in operations performance improvement projects
	Project based experience, as a management consultant OR within a blue chip corporation
	Track record of academic excellence IS ESSENTIAL: Minimum 2:1 Bachelors Degree from a TOP TIER University and A Level Maths are fundamental
	Wholly mobile to work on client site anywhere in the UK
Salary/Package:    £40,000 - £70,000 + Package
We can only accept applications from candidates with a current Right to Work in the UK AND are based here.
To apply, please submit your CV, in strictest confidence, to Christopher Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent.

### Transformation Director
Key role as Transformation Director, leading major business transformation and change programmes, delivering £50m+ solutions at Board level.
Our client is a leading Consulting and business services group, which has enjoyed considerable and sustained growth despite the economic climate, is recognised as a leader in its field and held in high regard by its peers. This entrepreneurial, non-hierarchical, ‘can do’ organisation is a refreshing change from bureaucratic IT services companies and the Big 4. Within their fully integrated offering Business Transformation and related high value consulting capabilities make a key contribution and have a very high profile.
As a result of continued growth our client seeks an experienced Business Transformation Director to support the revenue growth agenda by taking responsibility for ownership of major programmes in one or more sectors, taking the business vision of the client, shaping the solution, leading the business change team and working with internal and external stakeholders and third parties to define and deliver the result.
You could be based from any UK office.
To be considered for this exceptional opening with this first class company you must have the following profile:
	Considerable experience leading major (£30m+), complex change and transformation programmes typically across multiple sites and functions
	Experience across “people, process and technology” and full capability across the business transformation life cycle from strategy/operating model design to benefits realisation
	Will have been recently employed in a highly regarded consulting firm, or in a senior business facing programme delivery role in a leading IT or BPO services player
	Wholly mobile to work at client site across UK
Salary/Package: £130,000 - £160,000 plus Bonus
We can only accept applications from candidates with a current Right to Work in the UK AND who are based here.
To apply, please submit your CV, in strictest confidence, to Jonathan Ross using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent

### Head of Strategy and Corporate Development
This is a truly exceptional and rare opportunity for a fast track senior strategy consultant to position themselves for an early promotion to a senior leadership role.
Our client is a market leader, operating in the consumer/retail and B2B markets, enjoying robust commercial success and with a culture and style that is most emphatically progressive and dynamic but also warm and friendly. It is a non hierarchical, entrepreneurial, fast paced organisation where exceptional people are encouraged to take responsibility and where fresh thinking and new ideas are the expectation.
The role will require leading a small team, reporting to the Main Board and working very closely with the CEO. The function of the team is to provide analytical and strategic insight with a focus on future strategy and business development, acquisitions and due diligence, with an exceptionally broad remit including a wide variety of special projects and assignments.
This exceptionally high profile role will also work with the operational business leaders across the group.
Historically this role has been springboard for career development in the group with the previous job holders rapidly moving into business management roles: this vacancy has arisen as the previous incumbent has been appointed Chief Operating Officer of a major business unit 14 months after joining. In making this appointment our client is also considering long term succession planning at the very highest level. 
Please check you meet the following mandatory requirements before applying:
 	Experience as a strategy consultant gained in either a major consultancy firm or a highly regarded boutique strategy firm
 	M&A experience (gained in role or during MBA)
 	Very strong academic profile
 	Sustained fast track career progression to date (indicated by promotions rather than lots of employer changes)
 	Analytical, innovative, results driven with excellent commercial and communication skills at all levels of the business
Salary/Package:   £130,000 - £150,000 base plus Bonus plus Benefits
We can only accept applications from candidates with a current Right to Work in the UK.
To apply, please submit your CV, in strictest confidence, to Chris Sale, Managing Director using the application button below.
ALL APPLICATIONS WILL BE RESPONDED TO ! Please note that we will not send your CV to any third parties without your explicit consent.

### Oil Consulting Partner
Our client is a highly successful, very highly regarded and well established medium sized UK consulting firm which operates internationally and are on a fast track growth trajectory. They are NOT a Big 4, an IT firm, a small “boutique” or an Operations Consulting firm!  As part of the next phase of growth they seek an experienced Consulting leader to lead and build their Oil Consultancy offering as Consulting Partner.
This key role will involve responsibility across and areas of the practice management and business development including: practice growth strategy; thought leadership and POV; proposition development and “go to market”; sales and business wins; assignment leadership and delivery; talent acquisition, management and leadership.
Please check you meet the following mandatory requirements before applying:
	Recent experience at Director/Partner level in an established consulting firm
	Recent practice leadership and practice growth responsibility.
Cross functional business consulting expertise across People, Process, Programme Management and Transformation
	Deep knowledge of oil sector
	While the company actively promote a healthy  work life balance full mobility is required
We can only accept applications from candidates with a current Right to Work in the UK AND Europe.
To apply, please submit your CV, in strictest confidence, to Christopher Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent.

### Director Transformation Oil & Gas
Our client is a well-established and independent (i.e. NOT part of IT services firm, big 4 etc.) global consulting firm with an outstanding record of delivering demonstrable and transformative results to clients focussing on the oil and energy sectors and an impressive blue chip client base.
They are poised for significant further growth in 2014.
As a result there is a critical new permanent appointment with a requirement for an experienced management consultant at Director/Partner level to work as part of the EMEA leadership team and play a critical role in the growth of the European business, working initially in a high profile position in one of their key European clients.
The role will have responsibility for leading major consulting engagements and ownership of key clients as well as leading client development, proposition development and responsible for the development of the Transformation Delivery practice.
The firm are committed to a 3/4/5 working model to respect employees’ work/life balance.
Opportunities for further career growth are excellent.
Please check you meet the following mandatory requirements before applying:
	Recent business consulting (not IT) experience of the oil and gas vertical including upstream and of current industry issues and drivers: at least 5 years’ significant recent focus
	Deep and broad experience of major Transformation Programme Delivery
	Hybrid practice leadership, sales and delivery capability
	Demonstrable ability to quickly establish rapport at all levels of major industry corporates and deliver complex business solutions
	Currently or recently employed at Director level or above in an established/recognised consulting firm
	Wholly mobile (see above)
Salary/Package:   c£140,000 plus Bonus plus equity potential
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent.

### Managing Consultant Oil & Gas
Our client is a well-established and independent (i.e. NOT part of IT services firm, big 4 etc.) global consulting firm with an outstanding record of delivering demonstrable and transformative results to clients focussing on the oil and energy sectors and an impressive blue chip client base.
They are poised for significant further growth in 2014.
As a result there are several new permanent appointments and a requirement for experienced management consultants at Senior Consultant/Manager level to work closely with the EMEA leadership team and be involved in the growth of the European business, working initially in a high profile position in one of their key European clients.
The role will have responsibility key work streams including operational strategy and Target Operating Model development in major consulting engagements with clients as well as contributing to proposition development and playing a role in the development of the practice.
The firm are committed to a 3/4/5 working model to respect employees’ work/life balance.
Opportunities for fast career growth to Principal level leadership roles are excellent.
Please check you meet the following mandatory requirements before applying:
	Recent business consulting (not IT) experience of the oil and gas vertical in upstream or downstream and of current industry issues and drivers: at least 2 significant assignments
	Demonstrable ability to quickly establish rapport at all levels of major industry corporates and deliver complex business solutions
	Currently or recently employed at Senior Consultant or Manager level or above in an established/recognised consulting firm
	Wholly mobile (see above)
Salary/Package:   £65,000 - £80,000 plus Bonus
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
To apply, please submit your CV, in strictest confidence, to Mark Hurley using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent.

### Principal Consultant Oil & Gas
Our client is a well-established and independent (i.e. NOT part of IT services firm, big 4 etc.) global consulting firm with an outstanding record of delivering demonstrable and transformative results to clients focussing on the oil and energy sectors and an impressive blue chip client base.
They are poised for significant further growth in 2014.
As a result there are several new permanent appointments and a requirement for experienced management consultants at Manager/ Senior Manager level to work closely with the EMEA leadership team and play a critical role in the growth of the European business, working initially in a high profile position in one of their key European clients.
The role will have responsibility for leading major consulting engagements with clients as well as contributing to client development, proposition development and playing an influential role in the development of the practice.
The firm are committed to a 3/4/5 working model to respect employees’ work/life balance.
Opportunities for fast career growth to Director and Partner Level leadership roles are excellent.
Please check you meet the following mandatory requirements before applying:
	Recent business consulting (not IT) experience of the oil and gas vertical in upstream or downstream and of current industry issues and drivers: at least 2-3 significant assignments
	Demonstrable ability to quickly establish rapport at all levels of major industry corporates and deliver complex business solutions
	Currently or recently employed at Manager/Principal level or above in an established/recognised consulting firm
	Wholly mobile (see above)
Salary/Package: c£100,000 plus Bonus
We can only accept applications from candidates with a current Right to Work in the UK AND Europe without restriction.
To apply, please submit your CV, in strictest confidence, to Chris Sale using the application button below.
ALL APPLICATIONS WILL BE REPLIED TO!   Please note that we will not send your CV to any third parties without your explicit consent.