by Nathan Fuller

Two-Way, or the Highway: The Rise and Fall of Solo Video CVs

The only thing more impressive than the vast technological advancements of the past century, is considering those to come in the next. Our lives are increasingly improved, influenced and enhanced by ingenious tools that we can’t live without, but didn’t realise we ever needed. The ways we shop, date, travel, manage our finances and even...

Read the insight
by Myles Tanner

Big Five for Life

Every Cloud… Before Christmas, I received feedback from one of our clients, letting me know that a candidate they had met was unsuccessful at interview. While this is never nice, it is a standard part of the recruitment cycle and as such, I called the candidate to give her the news. As expected, she was disappointed, but unusually (and humbly),...

Read the insight
by Nathan Fuller

Newsletter, November 2018

November 2018 Newsletter   ...

Read the insight
by Daniel Halstead

Three Highest Peaks, Fundraising and OPERA Global Youth Foundation

I was recently invited to an evening event where a man in his early twenties bravely explained to a small room of people the physical, mental and sexual abuse he’d suffered at the hands of his own parents. As a child, he wasn’t allowed to go to school, and was kept a prisoner in his own home so that his abuse would not be exposed. He escaped in...

Read the insight
by

Winners Best Banking / Financial Services Recruitment Agency 2017 at the Recruiter Awards

Kite Consulting Group are delighted to announce that we are the winners of the Best Banking/Financial Services Recruitment Agency award at the 2017 Recruiter Awards! After winning Best Financial Services and Banking Agency 2016, we couldn’t be happier to have won the award for a second consecutive year. It would be an understatement to say...

Read the insight
by

Winners Best Recruitment Agency 2017 at the Recruiter Awards

We are so proud to announce that Kite Consulting Group are the winners of the Best Recruitment Agency 2017 award at the Recruiter Awards! In a fiercely competitive category with a total of 12 companies shortlisted, we couldn’t be more delighted to have won this prestigious award.  Entries were accepted from recruitment businesses in all...

Read the insight
by Daniel Halstead

Double Winners - Recruiter Awards 2017

As previous winners of the 2016 Best Banking/Financial Services Recruitment Agency, Kite nervously attended the annual Recruiter Awards ceremony last night.  No recruitment business has ever won twice and we were aware that winning it consecutively was a very tough challenge.  You can probably see where this is going, and that I’m delighted...

Read the insight
by Daniel Halstead

www.blocktribe.com – Europe’s first dedicated blockchain hiring site

Recently customers of Kite have been experimenting and innovating with the use of blockchain in Clearing, Exchanges, Broking, Payments and Settlements. Today we are delighted to say that Kite Consulting Group has been working on an innovation of its own, it is with immense pride that we introduce blocktribe.com. Europe’s first dedicated...

Read the insight
by Nathan Fuller

Brexit - Where will all the A-Players go?

  As published in Tabb Forum    Most birds migrate for winter. Whether they migrate north or south depends on where you are - but you can bet that when the winds change, they’re off. Fish migrate too.  The timescales vary from annual to weekly, but when the food moves – so do the fish. The migration patterns of...

Read the insight
by Daniel Halstead

Kite Awarded "Best Banking / Financial Services Recruitment Agency in the UK"

I’m delighted to tell you that this week Kite Consulting Group won the prized Best Banking/Financial Services Recruitment Agency award at the 2016 Recruiter Awards! On behalf of the whole team, I would like to say thank you for working with us. We are so proud to have beaten a field of large, traditional and established firms to win this...

Read the insight
by Nathan Fuller

Why Compliance is now an A-Player game | FOW, May 2016

http://www.fow.com/3548316/Why-Compliance-is-now-an-A-Player-hiring-game.html You can be brilliant at anything. From the seemingly mundane to the obviously complex, the right person in the right role makes all the difference. Did you pick up your coffee this morning from your usual place? Hopefully you were served by your favourite barista - the one...

Read the insight
by Daniel Halstead

Why Financial Market’s Businesses Need A-Players more than ever before

Shifts in Financial Market Infrastructure (FMI) over the last 10 years have changed the profile of person that FMI businesses want to hire.­ There used to be little competition for key hires between CCPs and Exchanges, mainly because there was little competition between these businesses. Exchanges and CCPs were mostly interconnected and naturally no...

Read the insight
by Daniel Halstead

How to build a repeatable process for spotting A-Players in an Interview

Spotting an A-Player is not a particularly intuitive process.­ Sometimes the best interviewees make the worst hires and visa versa.­ However, a thorough and intelligent evaluation process takes place, hiring unknown people can still be a reliable source of A-Players. A-Players look and sound a lot like everyone else, though if you look carefully...

Read the insight

Why Financial Market’s Businesses Need A-Players more than ever before

by Daniel Halstead

Shifts in Financial Market Infrastructure (FMI) over the last 10 years have changed the profile of person that FMI businesses want to hire.­ There used to be little competition for key hires between CCPs and Exchanges, mainly because there was little competition between these businesses. Exchanges and CCPs were mostly interconnected and naturally no one wanted to hire their partner’s staff.

Fast forward to today and that relationship has changed: Higher competitiveness between CCPs; higher revenue opportunity driven due to regulatory change (inc. mandatory OTC clearing); focus on cross margining and collateral; and vertical clearing models for trading venues have changed the landscape of talent attraction immeasurably.­

Huge shifts and commercial opportunities are happening right now and the businesses that win the competition for market share may even potentially enjoy dominance enjoyed by listed venues for long periods of time (for instance LME was founded in 1877).­ Territories are being created right now which could shape the business landscape for generations.­ At the front line of the battle for domination are the most skilled people working in FMI – the A-Players.

FMI businesses now require people who are skilled to support the rapidly changing environment and to represent their businesses in the competition for OTC market share.­

Though A-Players are documented to deliver 400% output compared to an average performer the rate of return in financial markets should be a great deal higher due to the significant long-term revenue opportunities being carved out and the multitude of commercial opportunities available to major Exchange, CCP, Clients services and Prime Brokerage businesses.­­

I believe that the right senior manager in FMI today could feasibly establish an income or revenue stream continues to be highly profitable for many decades, meaning the current value derived from an A-Player could be at an all-time high for OTC & FMI businesses.

It’s well documented that businesses compete to hire A-Players, but in a market as small as European FMI there aren’t many experienced, relevant and available A-Players to complete for.­ Businesses have to be smart and to get great at hiring if they want to hire only top-performers, every time.­

But where can businesses find the A-Players that can write the future history of their firms?

Be Flexible – Hire opportunistically, hire top performers when they are looking for work and find something for them to do before the specific need arises.­ Though this sounds great on paper, in practice is never really possible, if you’re lucky enough to work in this type of environment then congratulations, you have a great and very brave boss!

­

Hire A-Players You Already Know – This is the gold standard of recruitment, and I advise all of our clients to start with this method, this is the least risk, most likely path to deliver an A-Player and it’s very low cost.­ When Hiring an A-Player you already know, whose work output has been exceptional in a similar environment you can be near certain of a successful outcome.

Hire an A-Player Through a Trusted Source – Use contacts, a trusted professional services firm and/or a trusted recruitment supply route that genuinely cares about the quality of your hire and who has evaluated the applicants past performance in a similar environment.­ This is the most repeatable and reliable method of hiring A-Players you don’t already know, and carries an acceptable level of risk.­ Combined with a well-structured interview process you should be able to hire an A-Player every time.

Compete to Hire the Best – You want the best business in OTC Markets?­ So does everyone else.­ Realise that you have to be decisive and focused if you want to hire the best people, and that the best people will be in demand.

Note – for the purpose of hiring A-Players I really don’t recommend basic job adverts, and other transactional recruitment methods.­ In my experience average recruitment methods result in average success rates and an average number of high performers in your team.

Kite know x,xxx A-Players in FMI, a number that grows every day as our network expands, I recommend you also put effort in to expanding your network if you want to hire A-Players every time.

Though there is undoubtedly a scarcity of top performers, with knowledge and contacts you can hire an A-Player every time.­ In my opinion the scarcity of ability to identify and secure A-Players is greater than the literal scarcity of talent.