G2V is a recruitment firm comprised of g2 Recruitment and Vivid Resourcing. The document provides information on the directors and brands of G2V, as well as its financial growth, story, awards, and case studies. G2V has experienced strong financial growth over the past decade, with its total group profit exceeding £9 million by 2011. Both g2 and Vivid have experienced success, with Vivid being named the fastest growing IT recruitment company in the UK. The case studies highlight opportunities for career progression at G2V.
In this issue you can read about many of the significant issues affecting the North East and developments that have taken place in the region over 2015, including our special feature on the future of Teesside; in-depth analyses of some of the North East’s most important sectors and interviews with a number of influential local business leaders such as Mayborn Group CEO Steve Parkin, veteran engineering entrepreneur Dr. Tony Trapp and Digital Leaders Chair Steve Blanks.
Antal International, a management and professional recruitment specialist, has announced a strategic partnership with SearchPath International (SPI), one of the largest talent acquisition companies in the USA. The partnership will combine Antal's existing network of over 120 offices and 600 consultants across 28 countries with SPI's over 70 US offices. This will provide clients and candidates access to a global network and better serve international needs. The CEOs of both companies commented that the partnership allows genuine sharing of candidates, clients and market information on a daily basis, making them the fastest growing recruitment firm globally.
The Horizon Group is an executive search firm that has been operating since 1990. It focuses on filling important positions in capital markets, investment banking, and information technology. The firm has four core business units: financial engineering and risk management; corporate and investment banking; fixed income products, credit, rates, and structured finance; and financial systems and technology management. It prides itself on developing long-term relationships with clients and candidates to best understand their needs and fulfill critical human capital searches.
This document summarizes the career experience of Tom Glover, including his roles as General Manager for Unitech Systems, Sales Director for FICO, founder of his own consultancy called GLONAN LTD, VP of Major Accounts for Interxion, and Senior Sales Director for Misys. It highlights his accomplishments such as growing Unitech's revenue to $36M annually, planning FICO's expansion into Central and Eastern Europe, positioning Interxion as the European leader in colocation data centers, and transforming Misys' EMEA business over four years. It also lists endorsements and quotes praising his leadership, dependability, and ability to motivate and develop people.
Robert Pryde has over 35 years of experience in managing businesses in the bathroom industry. He has held roles as Managing Director for 4 different companies since 1978, growing businesses and increasing profits significantly in each role. Most recently, he was the CEO of Eisl UK Ltd where he helped set up the company and develop its product range and operations within the first year.
PageGroup is a global leader in executive recruitment operating in 35 countries under three brands: Page Executive, Michael Page, and Page Personnel. It has over 200 consultants across offices in major Spanish cities. While economic crisis slowed recruitment from 2008-2013, PageGroup Spain has seen a 26% increase in placements in 2014 as the market recovers. PageGroup contributes to business through its relationship with the British Chamber of Commerce in Spain, which is an excellent networking forum and partner for entering new markets. One of PageGroup's fastest growing services is its HR consulting work helping clients with assessments, processes and talent management.
This document is Manpower Inc.'s 2005 annual report. It summarizes the company's financial performance for 2005, noting revenues exceeded $16 billion, a 7.7% increase over 2004. Net income increased 8% to $260 million. It also discusses strategic moves taken in 2005 to expand operations in emerging markets like China and India. Finally, it describes the company's rebranding effort, launching a new logo and tagline - "What do you do?" - to reflect its expanded services beyond temporary staffing.
This document summarizes the services provided by Argyll Scott, a professional recruitment firm. They recruit top talent for management positions across key business functions and sectors. They aim to provide a consultative recruitment service and build long-term relationships rather than just focusing on databases. They have specialist consultants in various fields including accountancy, analytics, business transformation, and more. Their global team operates out of offices in major cities to serve clients worldwide. They pride themselves on their flexibility, expertise in different industries and functions, and track record of placing strong candidates and delivering results for clients.
In this issue you can read about many of the significant issues affecting the North East and developments that have taken place in the region over 2015, including our special feature on the future of Teesside; in-depth analyses of some of the North East’s most important sectors and interviews with a number of influential local business leaders such as Mayborn Group CEO Steve Parkin, veteran engineering entrepreneur Dr. Tony Trapp and Digital Leaders Chair Steve Blanks.
Antal International, a management and professional recruitment specialist, has announced a strategic partnership with SearchPath International (SPI), one of the largest talent acquisition companies in the USA. The partnership will combine Antal's existing network of over 120 offices and 600 consultants across 28 countries with SPI's over 70 US offices. This will provide clients and candidates access to a global network and better serve international needs. The CEOs of both companies commented that the partnership allows genuine sharing of candidates, clients and market information on a daily basis, making them the fastest growing recruitment firm globally.
The Horizon Group is an executive search firm that has been operating since 1990. It focuses on filling important positions in capital markets, investment banking, and information technology. The firm has four core business units: financial engineering and risk management; corporate and investment banking; fixed income products, credit, rates, and structured finance; and financial systems and technology management. It prides itself on developing long-term relationships with clients and candidates to best understand their needs and fulfill critical human capital searches.
This document summarizes the career experience of Tom Glover, including his roles as General Manager for Unitech Systems, Sales Director for FICO, founder of his own consultancy called GLONAN LTD, VP of Major Accounts for Interxion, and Senior Sales Director for Misys. It highlights his accomplishments such as growing Unitech's revenue to $36M annually, planning FICO's expansion into Central and Eastern Europe, positioning Interxion as the European leader in colocation data centers, and transforming Misys' EMEA business over four years. It also lists endorsements and quotes praising his leadership, dependability, and ability to motivate and develop people.
Robert Pryde has over 35 years of experience in managing businesses in the bathroom industry. He has held roles as Managing Director for 4 different companies since 1978, growing businesses and increasing profits significantly in each role. Most recently, he was the CEO of Eisl UK Ltd where he helped set up the company and develop its product range and operations within the first year.
PageGroup is a global leader in executive recruitment operating in 35 countries under three brands: Page Executive, Michael Page, and Page Personnel. It has over 200 consultants across offices in major Spanish cities. While economic crisis slowed recruitment from 2008-2013, PageGroup Spain has seen a 26% increase in placements in 2014 as the market recovers. PageGroup contributes to business through its relationship with the British Chamber of Commerce in Spain, which is an excellent networking forum and partner for entering new markets. One of PageGroup's fastest growing services is its HR consulting work helping clients with assessments, processes and talent management.
This document is Manpower Inc.'s 2005 annual report. It summarizes the company's financial performance for 2005, noting revenues exceeded $16 billion, a 7.7% increase over 2004. Net income increased 8% to $260 million. It also discusses strategic moves taken in 2005 to expand operations in emerging markets like China and India. Finally, it describes the company's rebranding effort, launching a new logo and tagline - "What do you do?" - to reflect its expanded services beyond temporary staffing.
This document summarizes the services provided by Argyll Scott, a professional recruitment firm. They recruit top talent for management positions across key business functions and sectors. They aim to provide a consultative recruitment service and build long-term relationships rather than just focusing on databases. They have specialist consultants in various fields including accountancy, analytics, business transformation, and more. Their global team operates out of offices in major cities to serve clients worldwide. They pride themselves on their flexibility, expertise in different industries and functions, and track record of placing strong candidates and delivering results for clients.
The Thread Summit Keynote Speaker Aaron Kennedy, CMO (State of Colorado) "The...Anne M. McCarthy
Aaron Kennedy, kicks off The Thread Summit with a deeper look at all that went into the rebranding of Colorado. Aaron shares the challenges and rewards of the rebranding experience.
The document is Ashley Pickering's 2016 portfolio, which showcases design projects for clients of various sizes. It includes summaries of projects involving branding, strategy communication, and engagement for companies like The Co-operative Group, Rio Tinto, and Barclays. The portfolio displays logos, illustrations, and marketing materials Ashley created for rebrands, campaigns and other design work. It aims to provide potential clients an overview of Ashley's experience and capabilities in graphic design.
Looking for a job at an international company where working for and with people is essential and where initiative and own responsibility is appreciated.
A strong but down to earth personality who reaches his goals with common sense, transparancy and a good sense of humor. Client focused with good communication skills, who is able to establish and maintain long business partnerships based on trust and mutual respect. Furthermore;
Has over 15 years of global experience in senior executive level management, A Proven integer leader and team builder with interpersonal skills to challenge performance, inspire change and drive continuous improvement throughout an organization. Who has gained general management experience in executive level management positions focused on strategic development, change management, sales, and business development with strong financial acumen.
Another8 Recruits Experienced Professionals to Serve Client NeedsScott Robarge
Scott Robarge founded Another8 in 2010 to help fast-growing tech startups in the Bay Area hire the right talent. Another8 understands that companies need to hire people suited for both the role and company culture. They build long-term relationships and thoroughly vet candidates' skills and cultural fit before making introductions to clients.
Growing the Curvy Way (recruitment branding) - Lyndsey Simpson Colleague Software
Lyndsey Simpson's talk - 'Growing the Curvy Way' - delivered at Recruitment International's 'How to build an exceptional recruitment business' event 2013.
The Curve Group: http://www.thecurvegroup.co.uk
Recorded by recruitment software provider, Colleague Software: http://www.colleague.eu
The MRJ Group is a leading technology recruiter looking to grow and reach a turnover of £10m within 3 years. They are seeking experienced and trainee consultants to join them and help with this growth. The ideal candidates would be ambitious self-starters with recruitment or sales experience and a passion for success.
The Automotive Fundamentals program at Moultrie Technical College is a 12-month, 40 credit hour program that prepares students for careers in automotive service and repair. Graduates receive a diploma and are qualified as entry-level automotive technicians. The program is accredited by NATEF and ASE and emphasizes both theory and hands-on training. Upon completion, graduates are prepared for employment at automotive manufacturers, dealerships, repair facilities, and parts businesses.
This document discusses the FlexRay protocol. It was developed for automotive applications as CAN was insufficient for new electronic systems with real-time requirements. FlexRay supports higher data rates, flexible topologies, and fault tolerance. It divides communication into static and dynamic segments for hard and soft real-time messages. Nodes synchronize clocks to support time-critical applications. FlexRay enables next-generation in-car control systems with speeds up to 20Mbps.
This document discusses FlexRay, an automotive network communication protocol used for data communication in vehicles and other transportation systems. FlexRay uses a cluster of electronic control units (ECUs) connected to a physical bus to allow deterministic and asynchronous message transmission. Each ECU contains a FlexRay controller that handles framing, bus access, and error detection according to the FlexRay specification. The document also discusses how FlexRay supports fixed and dynamic scheduling and is used in aircraft through data bus systems like ARINC 629 which uses time division multiple access and a standardized data word format to enable communication between avionics equipment.
OMA Seminar/Webinar, October 27, 2016, "How Developers Can Get the Most Out of IoT Standards and Tools" - Presentation #5 from Tao Lin, PhD, Distinguished Architect, Movimento Group
"Support OTA for Automotive with OMA DM"
Communication protocols in Embedded Systems. This presentation focused mainly on lower level protocols. Ideal for the beginner to build understanding on these protocols like I2C, USB, SPI etc.
Routing protocols allow routers to communicate and exchange information that helps determine the best path between networks. The main types are static routing, where routes are manually configured, and dynamic routing, where routes are automatically updated as network conditions change. Common dynamic routing protocols include RIP, IGRP, EIGRP, and OSPF, which use different algorithms and metrics like hop count or bandwidth to calculate the best routes.
The document discusses Local Interconnect Network (LIN), a simple automotive network protocol that can be used as an economical alternative to CAN bus in some applications. LIN uses inexpensive UART/SCI peripherals and internal oscillators. It has lower data rates and node counts than CAN but provides less error detection. LIN is best for low-speed applications like sensors and small actuators, with a single master and multiple slaves on a bus topology. The protocol uses 6-bit identifiers and 8-byte frames for messaging between nodes and different frame types. Common automotive applications mentioned include sensors, lighting, seating and door controls.
The document is the April 2015 issue of Recruitment International UK magazine. It includes news briefs on acquisitions, expansions, and financial results from various recruitment companies. It also features interviews and articles on topics like finance/banking recruitment, umbrella services, and physical office expansions. Contact information is provided for the magazine's UK, Singapore, and Australia offices.
NumberMill is a finance, business, and compliance consulting firm specializing in recruitment and outsourcing. Unlike other firms, NumberMill has qualified experts to ensure compliance with changing legislation. Interested parties can contact NumberMill to gain a competitive advantage while remaining compliant.
Recruitment International's April 2015 issue features engagement from readers on finance/banking recruitment, umbrella services, and office expansion trends. Major industry players discuss brand transformation and oil/gas recruitment strategies. The issue also profiles several recruitment firm executives and provides updates on upcoming conferences.
Empresaria Group released its full year 2014 results, showing operating profit up 16% year-over-year and earnings per share up 44%. Permanent revenue increased
The document is the April 2015 issue of Recruitment International UK magazine. It includes news briefs on acquisitions, expansions, and financial results from various recruitment companies. It also features interviews and articles on topics like finance/banking recruitment, umbrella services, and physical office expansions. Contact information is provided for the magazine's UK, Singapore, and Australia offices.
- 3M's 2012 annual report summarizes the company's financial performance and strategic initiatives for the year. Net sales increased slightly to $29.9 billion while earnings per share grew 6% to $6.32. The report highlights 3M's new vision of using technology, products and innovation to advance companies, enhance homes, and improve lives. It also outlines six strategies to drive growth and the company's financial targets for the next five years. Overall, 2012 was a solid year of results in an uncertain economy and 3M is well-positioned for continued success.
The monthly GIP meeting covered several topics:
1. Performance updates showed progress towards 2015 goals and strategies for Q2.
2. Global planning follow-ups focused on completing partnerships, products, and goals to shift operations towards GIP.
3. Raising strategies were discussed for both iGIP and oGIP, including clear messaging, increasing capacity and special recruitment campaigns.
4. Resources and support available were highlighted, including regional reports, performance tracking, and involving back office staff. The meeting aimed to unite and align local committees for reaching GIP goals.
The document provides an annual review of Baker Tilly International's performance in 2015 and outlook for 2016. Some key points:
- Baker Tilly saw its strongest revenue growth since 2008, with a 7% increase to $3.8 billion driven by growth across all regions and service lines.
- Many member firms grew through strategic mergers and acquisitions which expanded geographic reach, capabilities, and collaboration opportunities.
- Looking ahead, the network will focus on investing in skills and technology to provide more holistic client services, and launching a new global audit methodology. Continued growth will depend on adapting to changes in technology and business models.
The past five years proved to be a fantastic period for us. We have...
increased revenue by almost two-thirds
moved our head office in Nottingham, opened in Manchester and acquired a personal injury team and an office in Exeter
increased overall headcount by more than 50% since 2009
successfully re-tendered to many of our biggest clients
won strategically important clients for our core sectors including Morrisons, The Independent Parliamentary Standards Association, NHS England, and The Crown Commercial Service
put a dedicated academies team in place to support schools through the conversion process and beyond
became a founding member of an international network of firms
gained Lexcel and ISO 27001 accreditation
achieved a 3-star exceptional rating for our client service under the Investor in Customers accreditation
achieved the Plain English standard for our terms and conditions
enrolled 194 people into our pension scheme on the staging date for auto-enrolment, with only 20 people then opting out
recorded/released 168 training videos, webinars and talking heads - generating over 2,500 hours of viewing time by our clients and contacts
set up our internal risk and compliance department
Take a look at our annual review to find out more about our journey so far.
The Thread Summit Keynote Speaker Aaron Kennedy, CMO (State of Colorado) "The...Anne M. McCarthy
Aaron Kennedy, kicks off The Thread Summit with a deeper look at all that went into the rebranding of Colorado. Aaron shares the challenges and rewards of the rebranding experience.
The document is Ashley Pickering's 2016 portfolio, which showcases design projects for clients of various sizes. It includes summaries of projects involving branding, strategy communication, and engagement for companies like The Co-operative Group, Rio Tinto, and Barclays. The portfolio displays logos, illustrations, and marketing materials Ashley created for rebrands, campaigns and other design work. It aims to provide potential clients an overview of Ashley's experience and capabilities in graphic design.
Looking for a job at an international company where working for and with people is essential and where initiative and own responsibility is appreciated.
A strong but down to earth personality who reaches his goals with common sense, transparancy and a good sense of humor. Client focused with good communication skills, who is able to establish and maintain long business partnerships based on trust and mutual respect. Furthermore;
Has over 15 years of global experience in senior executive level management, A Proven integer leader and team builder with interpersonal skills to challenge performance, inspire change and drive continuous improvement throughout an organization. Who has gained general management experience in executive level management positions focused on strategic development, change management, sales, and business development with strong financial acumen.
Another8 Recruits Experienced Professionals to Serve Client NeedsScott Robarge
Scott Robarge founded Another8 in 2010 to help fast-growing tech startups in the Bay Area hire the right talent. Another8 understands that companies need to hire people suited for both the role and company culture. They build long-term relationships and thoroughly vet candidates' skills and cultural fit before making introductions to clients.
Growing the Curvy Way (recruitment branding) - Lyndsey Simpson Colleague Software
Lyndsey Simpson's talk - 'Growing the Curvy Way' - delivered at Recruitment International's 'How to build an exceptional recruitment business' event 2013.
The Curve Group: http://www.thecurvegroup.co.uk
Recorded by recruitment software provider, Colleague Software: http://www.colleague.eu
The MRJ Group is a leading technology recruiter looking to grow and reach a turnover of £10m within 3 years. They are seeking experienced and trainee consultants to join them and help with this growth. The ideal candidates would be ambitious self-starters with recruitment or sales experience and a passion for success.
The Automotive Fundamentals program at Moultrie Technical College is a 12-month, 40 credit hour program that prepares students for careers in automotive service and repair. Graduates receive a diploma and are qualified as entry-level automotive technicians. The program is accredited by NATEF and ASE and emphasizes both theory and hands-on training. Upon completion, graduates are prepared for employment at automotive manufacturers, dealerships, repair facilities, and parts businesses.
This document discusses the FlexRay protocol. It was developed for automotive applications as CAN was insufficient for new electronic systems with real-time requirements. FlexRay supports higher data rates, flexible topologies, and fault tolerance. It divides communication into static and dynamic segments for hard and soft real-time messages. Nodes synchronize clocks to support time-critical applications. FlexRay enables next-generation in-car control systems with speeds up to 20Mbps.
This document discusses FlexRay, an automotive network communication protocol used for data communication in vehicles and other transportation systems. FlexRay uses a cluster of electronic control units (ECUs) connected to a physical bus to allow deterministic and asynchronous message transmission. Each ECU contains a FlexRay controller that handles framing, bus access, and error detection according to the FlexRay specification. The document also discusses how FlexRay supports fixed and dynamic scheduling and is used in aircraft through data bus systems like ARINC 629 which uses time division multiple access and a standardized data word format to enable communication between avionics equipment.
OMA Seminar/Webinar, October 27, 2016, "How Developers Can Get the Most Out of IoT Standards and Tools" - Presentation #5 from Tao Lin, PhD, Distinguished Architect, Movimento Group
"Support OTA for Automotive with OMA DM"
Communication protocols in Embedded Systems. This presentation focused mainly on lower level protocols. Ideal for the beginner to build understanding on these protocols like I2C, USB, SPI etc.
Routing protocols allow routers to communicate and exchange information that helps determine the best path between networks. The main types are static routing, where routes are manually configured, and dynamic routing, where routes are automatically updated as network conditions change. Common dynamic routing protocols include RIP, IGRP, EIGRP, and OSPF, which use different algorithms and metrics like hop count or bandwidth to calculate the best routes.
The document discusses Local Interconnect Network (LIN), a simple automotive network protocol that can be used as an economical alternative to CAN bus in some applications. LIN uses inexpensive UART/SCI peripherals and internal oscillators. It has lower data rates and node counts than CAN but provides less error detection. LIN is best for low-speed applications like sensors and small actuators, with a single master and multiple slaves on a bus topology. The protocol uses 6-bit identifiers and 8-byte frames for messaging between nodes and different frame types. Common automotive applications mentioned include sensors, lighting, seating and door controls.
The document is the April 2015 issue of Recruitment International UK magazine. It includes news briefs on acquisitions, expansions, and financial results from various recruitment companies. It also features interviews and articles on topics like finance/banking recruitment, umbrella services, and physical office expansions. Contact information is provided for the magazine's UK, Singapore, and Australia offices.
NumberMill is a finance, business, and compliance consulting firm specializing in recruitment and outsourcing. Unlike other firms, NumberMill has qualified experts to ensure compliance with changing legislation. Interested parties can contact NumberMill to gain a competitive advantage while remaining compliant.
Recruitment International's April 2015 issue features engagement from readers on finance/banking recruitment, umbrella services, and office expansion trends. Major industry players discuss brand transformation and oil/gas recruitment strategies. The issue also profiles several recruitment firm executives and provides updates on upcoming conferences.
Empresaria Group released its full year 2014 results, showing operating profit up 16% year-over-year and earnings per share up 44%. Permanent revenue increased
The document is the April 2015 issue of Recruitment International UK magazine. It includes news briefs on acquisitions, expansions, and financial results from various recruitment companies. It also features interviews and articles on topics like finance/banking recruitment, umbrella services, and physical office expansions. Contact information is provided for the magazine's UK, Singapore, and Australia offices.
- 3M's 2012 annual report summarizes the company's financial performance and strategic initiatives for the year. Net sales increased slightly to $29.9 billion while earnings per share grew 6% to $6.32. The report highlights 3M's new vision of using technology, products and innovation to advance companies, enhance homes, and improve lives. It also outlines six strategies to drive growth and the company's financial targets for the next five years. Overall, 2012 was a solid year of results in an uncertain economy and 3M is well-positioned for continued success.
The monthly GIP meeting covered several topics:
1. Performance updates showed progress towards 2015 goals and strategies for Q2.
2. Global planning follow-ups focused on completing partnerships, products, and goals to shift operations towards GIP.
3. Raising strategies were discussed for both iGIP and oGIP, including clear messaging, increasing capacity and special recruitment campaigns.
4. Resources and support available were highlighted, including regional reports, performance tracking, and involving back office staff. The meeting aimed to unite and align local committees for reaching GIP goals.
The document provides an annual review of Baker Tilly International's performance in 2015 and outlook for 2016. Some key points:
- Baker Tilly saw its strongest revenue growth since 2008, with a 7% increase to $3.8 billion driven by growth across all regions and service lines.
- Many member firms grew through strategic mergers and acquisitions which expanded geographic reach, capabilities, and collaboration opportunities.
- Looking ahead, the network will focus on investing in skills and technology to provide more holistic client services, and launching a new global audit methodology. Continued growth will depend on adapting to changes in technology and business models.
The past five years proved to be a fantastic period for us. We have...
increased revenue by almost two-thirds
moved our head office in Nottingham, opened in Manchester and acquired a personal injury team and an office in Exeter
increased overall headcount by more than 50% since 2009
successfully re-tendered to many of our biggest clients
won strategically important clients for our core sectors including Morrisons, The Independent Parliamentary Standards Association, NHS England, and The Crown Commercial Service
put a dedicated academies team in place to support schools through the conversion process and beyond
became a founding member of an international network of firms
gained Lexcel and ISO 27001 accreditation
achieved a 3-star exceptional rating for our client service under the Investor in Customers accreditation
achieved the Plain English standard for our terms and conditions
enrolled 194 people into our pension scheme on the staging date for auto-enrolment, with only 20 people then opting out
recorded/released 168 training videos, webinars and talking heads - generating over 2,500 hours of viewing time by our clients and contacts
set up our internal risk and compliance department
Take a look at our annual review to find out more about our journey so far.
McGregor Boyall is a professional recruitment firm that has been operating for over 30 years. It has offices in several cities including London, Dubai, and Singapore. The document provides information about McGregor Boyall's Middle East operations and team. It outlines the sectors and roles they recruit for including financial services, commerce & industry, legal, and technology. It also introduces the regional director and several other consultants that make up the team in Dubai.
Morgan Stanley's 2002 annual report discusses a difficult year for the company due to challenging financial markets, poor business conditions, and regulatory issues. Net revenues were down 14% to $19.1 billion and profits were down 17% to $3 billion. However, the company's 14.1% return on equity was significantly better than competitors. The report provides an overview of the company's performance across its business lines and goals of profitability, market share gains, reputation/integrity, and quality of people.
Whether you are bringing in over $1 M in yearly revenue or less, you can double that by paying attention to these tips & tricks. Everything is just based on Miquido wins and fails.
This document provides an overview of Browne Jacobson LLP's performance and activities in the 2013/14 year. Some key points include:
- Revenue increased by 11.5% to over £50 million, exceeding their strategic goal. Various practice areas contributed to growth.
- Headcount increased by over 50% since 2009 and by 21 in 2013/14. Several new offices were opened.
- They received numerous awards and re-accreditations for things like client service, health and wellbeing, and using plain English.
- Feedback from clients consistently praises Browne Jacobson's client service, responsiveness, expertise, and focus on developing long-term relationships.
This newsletter provides updates on the UHY Hacker Young accounting group. It announces that the group has reached the top 15 in UK accounting league tables. It also announces several new partners across the group and the retirement of two partners from the York office. The main article discusses the group's 2020 Vision strategy to achieve sustainable growth while ensuring best client service and care. Key goals include developing specialist expertise, international capabilities, and technology to improve client service delivery.
GreenN Shoots - Special Edition to Q2 2013LAP GreenN
The document summarizes the semi-annual strategic meeting held by LAP GreenN in Dubai in May 2013. The key highlights include:
- The meeting brought together LAP GreenN Group members and operators to celebrate achievements and share their vision for the future.
- Presentations were given by the CEOs of each operating company on their progress and achievements over the past year.
- Partners such as Tecnotree and consultants from Greenwich also presented on topics like billing, mobile money, and telecom trends.
- The Group reaffirmed their ambition to become a top 50 global telecom operator within 5 years through expansion and M&A opportunities.
- Overall the meeting provided an effective platform
Steve Parkin, CEO of Mayborn Group, discusses the company's rapid growth in recent years which has been driven by consolidating its UK market share, establishing direct ownership in key international markets like North America and Australia, and its focus on new product development. He outlines challenges of transitioning to a global business like significant organizational changes. Parkin details ambitions to further grow internationally through direct markets, partnerships and acquisitions. He emphasizes Mayborn Group's focus on digital marketing, social media and recommendations to engage parents. Parkin also discusses the company's emphasis on innovation, attracting talent, and evolving its culture since a private equity acquisition to focus on disruptive growth.
East Midlands Corporate Finance Annual Review Spring 2016 (Single)Pete Wood
The document provides an annual review from an East Midlands corporate finance firm. It discusses the firm's growth over the past few years and highlights some of its accomplishments in 2015, including advising on over 20 transactions. It summarizes a few transactions the firm completed in 2015, including advising on an MBO of two lift companies. It also notes the return of MBOs as a transaction format in 2015 with increased availability of financing. The review discusses key considerations for successful MBOs, including having a strong cash-generative company, a solid management team, and setting the right price and structure.
ANNUAL
REPORT
2015
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CONTENTS
Chairman and Managing Director and CEO’s Letter 2
Financial Highlights 3
Business Highlights 4
Review of Operations 6
Board of Directors 10
Corporate Governance Statement 12
Corporate and Social Responsibility 24
Directors’ Report 26
Remuneration Report 34
Auditor’s Independence Declaration 47
Independent Auditor’s Report 48
Directors’ Declaration 50
Financial Statements 51
Notes to the Financial Statements 56
Shareholder Information 83
Corporate Directory 84
Company Store Locator IBC
Annual General Meeting
The 2015 Annual General Meeting of
Dick Smith Holdings Limited will be held at
Dick Smith Support Office, 2 Davidson Street
Chullora, New South Wales on
Wednesday 28 October 2015 at 11.00am
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Dick Smith Holdings Limited ANNUAL REPORT 2014 I 1Dick Smith Holdings Limited ANNUAL REPORT 2015 I 1
Dick Smith is renowned
for its convenient
store locations, range
of leading brands,
competitive prices,
customer service and
knowledgeable staff.
WHO WE ARE
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CHAIRMAN’S AND
MANAGING DIRECTOR
AND CEO’S LETTER
Dear fellow shareholders
Two years ago, when Dick Smith embarked on a
successful road show with investors prior to our IPO,
we conveyed our strategy as becoming ‘the leading
consumer electronics retailer in Australia and New
Zealand, assisting our customers in achieving the most
from technology at the right value’. We identified five
strategic growth initiatives to deliver sustainable growth
over the medium term.
Two years later our focus on our strategy is unwavering
with these initiatives delivering the sustainable growth
we anticipated and continuing to position the Company
for superior future growth.
Our performance in these five strategic growth initiatives
can be summarised as:
– New stores: With 393 stores in Australia and
New Zealand and opening 15-20 stores annually,
we provide our customers with unprecedented
convenience wherever they are located.
– New formats: Our four formats cater for differing
demographics ranging from a traditional Dick Smith
customer to a younger demographic at MOVE, a more
discerning consumer at David Jones and international
travellers at MOVE by Dick Smith (at Sydney Airport’s
International Terminal).
– Private Label: An integral part of Dick Smith for 45
years, Private Label growth continues to provide the
Company with flexibility to trade competitively and
maintain favourable margins.
– Online/omni-channel: Considered by many as a
disrupter, we view online as a competitive advantage.
With all 393 stores offering Pay & Collect and 210
stores acting as distribution/fulfilment locations, our
low cost model and multiple online platforms allow
your Company to offer leading prices.
– Cost transformation: Having inherited a cost base
that was unsustainable, our investment .
In Q4 of 2012 Specialist Financial Recruitment Marks Sattin conducted a survey with clients and candidates, focused on the demographics, length of tenure, working week, job security, career motivations, department changes, reward and bonus trends of finance professionals.
Similar to G2V Brochure Final June 2015.compressed (20)
3. 03
MEETTHEG2VDIRECTORS
g2 CEO
James founded g2 Recruitment in 2004,
developing the business from scratch into a
company on the Sunday Times FastTrack list
of companies within 4 years.
Following onwards James provided the
overall multi brand strategy of the business
and created the G2V group. He is responsible
for the group structure and also the strategy
of growth into the international
marketplaces, which has included the
creation of the group’s first international
office in Houston, Texas. In his spare time he
enjoys keeping fit, regular trips abroad and
has a keen interest in current affairs.
A founding member of G2V, Simon Gillings
graduated with a 2:1 in Sports Science from
the University of Luton.
In 2004, with over three successful years of
recruitment experience, Simon founded g2
Recruitment alongside James Gorfin, CEO.
As the Managing Director of g2 Recruitment,
he is responsible for the sales direction of the
Bristol and London offices, as well as having
an integral part in the day to day running of
G2V Group. He is an avid follower of Leicester
City FC and a keen water sports enthusiast
with a particular love for fishing.
James Gorfin
g2 Sales Director
Simon Gillings
4. 04
g2 CIO
Paul joined g2 Recruitment and its
co-founders in April 2004 and has helped
grow the business and support the group’s
office locations across the UK and US.
He is responsible for leading the group’s
technology strategy as well as managing
overall IT operations and internal service
delivery. Paul believes he is good at golf, but
only plays around once a year. As a result of
living in Switzerland as an IT Consultant for
a year, he is also a keen skier.
Charlie joined g2 as a recruitment consultant
in October 2005 and billed £980,000 of GP
within 24 months. Deciding to set up his
own business, he founded Vivid
Resourcing in March 2008.
Charlie developed Vivid Resourcing from a
single staff member to more than a £30
million turnover within its first 7 years.
Through the business, he instigated the G2V
Group’s first forays into the offshore oil and
gas sector in 2010. Charlie used to play
in a drum and bass band and remains
passionate about music.
Paul King
Vivid Resourcing
Managing Director
Charlie Walker
5. G2V is comprised of two separate companies:
g2 Recruitment Solutions Ltd and Vivid Resourcing.
Although we compete with one another, we share
the goal of expanding the G2V Group year upon year.
OURTWOBRANDS
g2RECRUITMENT
In 2014 g2 celebrated both its ten year
anniversary and record financial figures:
At the end of the 2014 financial year, gross
turnover stood at £26.7 Million with profits
standing at £6.1 Million.
g2 boasts a client base that includes over
40% of the FTSE 100 companies.
g2 is a completely meritocratic
environment. All managers are developed
from graduate level and benefit from
guidance from consultants who have been
there, done it and managed teams
successfully.
£26,700,000
£6,100,000
05
g2 2014 gross turnover
g2 2014 gross profit
6. 06
Internationally focused. Dave Isaac who
started work in the Manchester office as a
consultant, successfully took the business to the
USA and set-up the g2 Houston office. We plan
to open an office in every continent in the next
few years.
Uncapped commission structure. Realistic first
year earnings of £35,000 and the potential for a
£100,000+ salary in year two.
We offer superb career development potential.
Charlie Walker, Vivid Resourcing MD, was
promoted to lead his own company after 2.5
successful years as a g2 recruitment consultant.
7. VIVIDRESOURCING
07
Vivid Resourcing is the fastest growing
brand of the group. By the end of the 2011
financial year, Vivid boasted a gross turnover
figure of £7.68 million with profit of £1.95
million. This growth was achieved from a
standing start in 2008 in the middle of an
uncertain economic climate.
2015 figures continue to show this
impressive growth trend, with a record
turnover of £29.4 million and profits
of over £6 million.
The Recruiter Magazine placed Vivid as
the fastest growing IT recruitment company in
the UK.
Employees can enjoy brand new architect
purpose-designed offices in Farringdon,
which recently expanded to incorporate two
floors and also boasts a roof terrace.
Charlie Walker, Vivid Resourcing MD, is an
industry leader. He gave up a £150k per year
job to set up Vivid Resourcing in 2008.
Throughout his career he has mentored and
developed several people to earn 6 figures
and to become managers and directors.
Internationally focused – over 40% of
Vivid’s business is outside the UK, with a
strong focus on the German and Benelux
market.
Vivid opened a second office in Wilmslow
in 2014 and more recently a new office in
Glasgow. We plan on continuing to
expand into 2015.
Uncapped commission structure. Realistic
first year earnings of £35,000 and the poten-
tial for a £100,000+ salary in year two.
8. 2005 2006 2007 2008 2009
£2million
£4million
£6million
G2VFINANCIALS
Our profit figures demonstrate our exceptional growth.
In this graph you can see the profit figures of g2, Vivid Resourcing
and G2V over a ten year period.
G2V g2 Vivid Resourcing
At the end of G2V’s first
financial year, profit figures
were close to £4 million.
2009
By 2007 g2’s profit margin
was over halfway to
£5 million
2007
9. Having existed for just under
a decade, G2V group profit
was well over £9 million.
2011 2012 2013 2014
£2million
£4million
£6million
£8million
£10million
£12million
2010
2013
After only three years in
business, Vivid’s profit’s stood
at nearly £2 million.
2011
10. G2VTURNOVER
50 Million
60 Million
40 Million
30 Million
20 Million
£16,910,150
£18,115,558
TURNOVERINPOUNDS(GBP)
£25,574,215
201120102009
10 Million
12. THEG2VSTORY
g2 begin trading in
Bristol, initially from
James Gorfin’s spare
bedroom.
Future founder of Vivid
Resourcing, Charlie Walker,
joins the company.
g2 CEO James Gorfin
ends his final year on
the phones for g2.
Vivid Resourcing is
founded, initially operating
from a satellite office
in Bristol.
g2 is awarded 43rd on
the Sunday Times Fast
Track 100 list
g2 opens up a second office
in Manchester city centre
12
2004
2005
2007
2008
2009
13. Vivid Resourcing move to
a state-of-the-art 60 man
office in St John’s Street,
Farringdon, London.
g2 opens its first international
office in Houston, Texas. Vivid
are nominated a ‘Best Recruiter’
at Global Recruitment Awards.
G2V is listed as no. 15
in Recruiter Hot 100 list.
G2V invest in a multi-million
pound online timesheet
technology, reducing admin
for both clients and contractors.
G2V placed on the ‘Sunday Times 100
Best Small Companies to Work For’ list,
for the second year running.
Vivid Resourcing opens Vivid North West
office, located in Wilmslow. Vivid are
shortlisted for ‘Best Contract Agency’
at the Recruiter Awards for Excellence.
13
2011
2012
2013
2015
2014
14. I was looking for an opportunity after running my
own business for a couple of years where I could
progress quickly and earn good money in a short
space of time. After grafting very hard for a small
wage, I learnt a lot of skills and built the work ethic
that I thought may suit the recruitment industry.
There are very few opportunities like recruitment
where you can work your way up the career ladder so
quickly.
Also, G2V’s reputation and level of success was very
appealing. The sustained growth that had been
achieved before my time at g2 made me feel confident
that I could become a success if given the opportunity
and help the company continue to grow.
CASESTUDIES
14
Why did you get into recruitment?
The biggest attraction for me was the opportunity
to run my own office or brand and the rewards that
come with it.
TIM PEREIRA
Tim has been with the company since 2009. He
is Senior Sales Manager at g2 Recruitment.
What attracted you to G2V?
What do you think makes a
successful recruiter?
Without a doubt a strong work ethic is absolutely
essential to get anywhere in this industry . Knowing
how to take knock backs is key; this happens
throughout any recruiter’s career whether as a
consultant or manager and you need to be able to
brush yourself down when things go wrong and not
feel sorry for yourself.
15. From here due to the experience I had gained in
management my career took off. I became Sales
Manager just 4 months afterwards and Senior Sales
Manager earlier this year (just over a year after my
previous promotion.)
I had a very slow start to my recruitment career.
Although I did do a deal in my 2nd month, it was not
until my 11th month that I did more than 1 deal in a
month. This was a difficult period in my career at g2,
but made becoming a success even more rewarding. I
was then made a Senior Consultant within 2 years
from starting and promoted to Team Leader around
2.5 years later.
I feel that candidates with a bit of entrepreneurial
flair often have the competencies to think outside of
the box, have a business brain and an ethos that
helps them to become a success. It is the background
that I personally have and I have utilised these skills
to help me achieve what I have at g2.
15
Definitely seeing consultants develop from knowing
nothing about recruitment to managing their own
staff. It is amazing how much someone can change
and develop in a short space of time. The lunches,
holidays and money are obviously good, but the
career progression to Senior Sales Manager and
hopefully further has been extremely rewarding
and satisfying. Without the way the company grows
organically I doubt this would have been possible
in the timeframe I have achieved it in.
What is your favourite part about
working for G2V? During my first 12 months in recruitment
I struggled as a consultant. I witnessed people start
after me and do much better than me from the off.
Only doing one deal a month resulted in me not
hitting many targets or incentives for my first year.
However, this did change drastically after 12 months
and my figures as a consultant were consistently good
from then on.
Secondly, my first 18 months of management were
also difficult. Again, I was learning all of the time, but
in this circumstance on the best way to manage
different personalities, how to hire the right staff and
how to keep people motivated along with numerous
other management skills. I made a number of
mistakes that now I am trying to make sure my
managers avoid in their fledgling management
careers.
What have you found the most
challenging part of the job?
How quickly did you
progress in your career?
16. What advice would you give to anyone
looking start a career at G2V?
First and foremost I expect candidates to actually
prepare for an interview thoroughly. We have a
comprehensive website and there is no excuse in not
being fully informed about g2 and its Senior
Management and Directors. It is amazing how many
people actually do a half hearted job and this is not the
kind of dedication in someone we are looking for.
To be a successful recruiter you must have a very
strong work ethic, be able to keep your spirits up when
deals fall through, as well as work hard to get things
back on track when things are going badly. Successful
recruiters will be constantly self developing and not
just relying on other people for information and
answers; this helps them stand out from the crowd.
Ultimately I want to achieve Directorship at g2
Recruitment. In the meantime I wish to build a successful
permanent division which I have been developing since
the back end of 2014 – it has already started to show
promising signs.
Along with this I plan to help my more senior staff to hit
their own management goals and help them build their
own individual teams in 2015.
What are your G2V career aspirations?
16
Itisamazinghow
muchsomeonecan
changeanddevelop
inashortspace
oftime.
17. 17
To be honest I was speaking to recruitment
companies about various graduate schemes and they
asked if I had looked in to joining recruitment. I looked
into what recruitment could offer and the rapid career
progression and superb earning potential were of
great appeal.
Why did you get into recruitment?
I met with Charlie when the company was very
small, only 4 people, and we discussed the future
growth plans and what I could be a part of should I
choose Vivid Resourcing - I was blown away by
Charlie’s desire, motivation and expectation of
those he hired.
JAMES MCNULTY
James has been with the company since
2010. He is Senior Sales Manager
at Vivid Resourcing.
What attracted you to G2V?
Resilience is so important in recruitment, you need to
understand that the opportunity to earn £100k+ doesn’t
happen overnight and it certainly isn’t a smooth ride! I
also think you need to be self-critical and be able to
analyse your own performance and look to improve it at
all times. The best consultants I have managed will never
blame anyone other than themselves and they will
ensure they are constantly improving even when they
are earning six figure salaries. Above all you have to be
hard working. There is no one size fits all consultant in
recruitment - everyone has different strengths and
weaknesses . The one trait all the top consultants here at
Vivid possess is a strong work ethic.
What do you think makes a
successful recruiter?
18. The financial rewards here are excellent, I have
been fortunate enough to pay off my student loan
within three years of completing university and have
also bought two properties that I rent out. I also enjoy
the social aspect of the job; it’s a real work hard play
hard environment. There will always be a group of
consultants going to the pub after work and there is
always a team night out to look forward to!
I have hit a number of holiday targets whilst working
at Vivid and have been lucky enough to be taken to
places like Ibiza, Iceland and Marbella to name a few
- these are always 5 star luxury trips and all paid for
by the company.
What is your favourite part about
working for G2V?
I was a Senior Consultant mentoring some
graduates within two years at Vivid, promoted to
Team Leader within two and a half years and a Sales
Manager responsible for a team of more than 10
consultants six months after this.
I was promoted to Senior Sales Manager in my fourth
year in the job and this meant an excellent salary and
exceptional share options.
How quickly did you progress
in your career?
As a manager I found managing different
characters challenging at first. It is vital you adapt
your management style to suit the people you are
managing - if you don’t do this you won’t get them to
reach their full potential and in a way you will have
failed them. However I did receive excellent support
from my directors and the managers at a similar level
to me, subsequently I quickly managed to change the
way I managed certain individuals, this allowed the
graduates who joined my team to excel. Now many
of them are managing teams themselves!
What have you found the most challenging
part of the job?
Prepare yourself for a real challenge, but if you
work hard and listen to those consultants and
managers around you the rewards will be brilliant. I
really believe you will struggle to find a career that
can offer a graduate what recruitment can.
What advice would you give to anyone
looking start a career at G2V?
I hope to progress to a Director in the next few
years and then potentially look to set up my own
brand under the G2V umbrella.
What are your G2V career aspirations?
18
19. G2VINCENTIVES
Hit your target during a ‘holiday target’ month and we’ll
give you an all-expense paid, 5-star trip to a worldwide
destination with the rest of the company target winners.
Company lunches are held every month. Hit your target
during the month and we’ll take you to an expensive –
often Michelin starred – restaurant for dinner & drinks
on the company!
5* HOLIDAYS
COMPANY LUNCHES
CAR TARGETS / BASIC SALARY
RIDE 2WORK SCHEME
Hitting your billings targets not only increases your
commission at G2V, it also gives you the opportunity
to either take a company car as reward, or have
your basic salary increased.
We’re proud to offer this government backed scheme
which makes it easier for you to cycle into work. We’ll
pay for your bike and accessories up front, and payments
will be taken from your salary over a long period to
make it more affordable for you.
19
£
20. These are our personalised benefits sites which offer
significant savings on hundreds of online and
high-street shops. You can make savings and get
cashback on your purchases which will give you extra
cash for team nights out!
Every 6 months we offer a £250 bonus for people that
have not taken any sick days during that period.
myg2benefits.com &
myvividbenefits.com
ATTENDANCE BONUS
BIRTHDAY HALF-DAY
20
You will be entitled to take a half day either on
your birthday, or one of the days surrounding that
date. Comes in handy when you want to sleep
in after your birthday celebrations!
CHILDCARE VOUCHERS
We offer childcare vouchers which makes
all those new-born purchases a lot
easier to budget for.
CONTRIBUTORY BONUS
£
12th
Senior consultants and above are offered an
opportunity to opt into a contributory private pension,
where G2V will pay in as much as you do – ideal for
that extra retirement nest-egg.
UNCAPPED COMISSION STRUCTURE
Realistic first year earnings of £35,000 and the potential
for a £100,000+ salary in year two.
21. We’vebeenrecognisedforourexcellence,growthandcompanyculture.
Ourgrowingportfolioofawardsdemonstratesoursuccessonanational
andglobalscale.
21
G2VAWARDS&NOMINATIONS
The Sunday Times Best Small Companies to Work
For 2013/2014
The Sunday Times Virgin Fast Track 100
Recruiter HOT 100
Camden and Islington Business Awards:
‘Barclay’s Best Business Under 50 staff’
Global Recruiter Awards: Finalist in
‘Best Small Business’ category.
Growing Business Awards: Charlie Walker nominated
for ‘Young Entrepreneur of the Year’
Recruiter Awards: Shortlisted for ‘Best Temporary
Recruitment Agency’
Recruitment International Awards: Charlie Walker
named ‘Entrepreneur of the year’
Number 58 on The Sunday Times Profit Track 100, 2015
City of Manchester Business Awards: shortlisted
for ‘Best Recruitment Company of the Year’
22. It’s extremely important that you
know what kind of role you’re applying
for. There are lots of different types of
recruitment roles so we’ve outlined
some of the most basic parts of
what the role entails:
Many people think recruitment is an
administration role where you send CVs out
to clients you’ve been given, it’s not. You’re
going to have to generate all of your own
business, which leads us on to….
It’s a sales job
About the role
INTERVIEWPREPARATION
1
You’ll likely be on the phones 80-90% of
your days in your first 12-18 months in the job.
Is selling over the phone something you’re
going to be happy doing? Depending on the
situation you could be making
over 100 calls a day.
Lots of cold calling2
Recruitment is a massively competitive job,
and you’re going to be speaking to clients who
are potentially dealing with several agencies
already. What are you going to do if 10 clients
in a row tell you they’re not interested in
using your services?
Objection handling3
We’re going to train you to be a 360
consultant, which involves you selling to
candidates and clients at the same time.
Speaking to candidates
and clients
4
Posting job adverts and
sending job adverts over
email is something
you’ll be doing on
a daily basis.
Advertising and
marketing roles
5
?
22
23. Key Competencies we
look for:
KEY COMPETENCIES WE LOOK FOR...
COMMON QUESTIONS YOU MIGHT HEAR...
What motivates you to succeed? What have
you done previously which demonstrates
your desire to succeed?
Driven to succeed
You must be able to elaborate on your
interview answers and be a good
conversationalist – think engaging not
boring! It’s equally as important that you
must be able to listen effectively as well
as sell yourself when required.
Good communication skills
Have you got a good set of achievements
that you can talk about?
High achiever
How have you dealt with setbacks in the
past? Recruitment is a tough job and we need
to know you can handle the pressure.
ResilienceAre you a proactive person? Have you done
everything you can to try and find a role in
recruitment?
Proactive
We need to know you’ve thought about why
recruitment is the career for you. Are you
money motivated? Ambitious?
Why Recruitment?
If you don’t know anything about the role
you’re applying for, you won’t make it past
the 1st interview. Simple as that.
What’s your understanding
of the role?
There are plenty of recruitment companies out
there, but why do you want to work for us
specifically?
Why do you want to work for us?
The interview is your chance to sell yourself.
Tell us all the reasons you’re going to be
better than everyone else.
Why will you be a success in
recruitment?
?
?
?
?
23
24. and speak to us about our graduate
assessment days, dates and locations jobs@g2vcareers.com
SEND YOUR CV AND COVER LETTER TO:
or www.g2vcareers.com
APPLY ONLINE AT:
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