This document provides salary and compensation information for various legal roles within the UK financial services industry in 2011. It finds that while the market improved in 2010 and early 2011 after difficulties in 2008-2009, hiring remains cautious. Salaries for permanent roles have been relatively stable, though bonuses are under pressure. Demand was high in 2010 for regulatory and funds lawyers, as well as those providing interim support. Salary ranges are given for positions such as heads of legal, financial services lawyers, and those in corporate law, insurance, and other sectors. Pay ranges from £42,000 to over £200,000 depending on role, experience, and responsibilities.
The document discusses the outlook for governance roles in financial services in 2016. It covers compliance, operational risk, and internal audit. For compliance, demand will remain high in 2016 particularly in conduct risk and financial crime. Regulated sectors like consumer credit and fintech will see continued hiring. For operational risk, demand remains strong driven by regulatory focus on the three lines of defense model. The internal audit market has been buoyant in 2015 and demand for qualified auditors is increasing, though there remains a shortage of candidates.
The document discusses challenges and opportunities in retirement planning. It notes that demand for retirement advice will increase as more people approach retirement with complex financial situations. Additionally, it highlights the need for holistic and ongoing retirement advice to help clients effectively manage longevity risks, inflation risks, and make their resources last throughout retirement. The document also advocates for product and regulatory changes to improve retirement outcomes and access to advice.
Studies are performed to determine the eligibility of current and future employees in order to assess potential tax credit. This is accomplished through live screening interviews, offering assistance identifying target hiring categories, and providing internal compliance guidelines to ensure future new hires are properly screened.
This document discusses a business proposal from Talk Bpo Inc. for franchise or consultant investments to increase profits by bringing small and medium enterprises offshore to the Philippines under the Talk Bpo brand. Key details include that franchisees and consultants would be exclusive partners to target new client opportunities and manage them sustainably. This would allow both parties to achieve increased margins through organic growth and greater brand awareness. The proposal also provides commission structures paying 5-25% based on the number of call center agents referred.
The document discusses Al Rajhi Home Financing package details such as financing amounts up to 90% of property value, maximum financing tenure of 35 years, profit rates starting at 5.05% for non-free moving cost, and allowable debt-to-income ratio of up to 80%. It also lists target customer segments and required application documents which include income proof, property documents, and identification documents.
Automatic enrolment requires employers to enroll eligible employees into a workplace pension scheme and make minimum contributions. Employers must identify their staging date which determines when their duties take effect. They will need to assess their workforce, set up a pension scheme, make contributions, and keep records to comply. Non-compliance will result in penalty notices and fines from the Pensions Regulator. Employers must take action now to prepare for their staging dates or face potential legal consequences.
The survey found that average global salaries remained steady at around $75,000 per year. However, salaries varied significantly by country and experience level. For permanent staff, the highest paying countries were Australia, Canada, US, Norway and the Netherlands, while the lowest paying were Pakistan, India, Philippines, Romania and Iran. Contractor rates were more variable depending on location and market forces. Experience levels also impacted salaries, with subsea engineers and those with over 20 years experience in business development commanding the highest salaries.
The article discusses how a professional consulting firm can maximize revenue through price discrimination by charging different prices to different types of customers. It recommends charging higher rates to customers in industries like petroleum and banking that are less price sensitive, and lower rates for large jobs, regular clients, and nonprofit organizations. The firm could also charge more in London than other areas. By tailoring prices to each customer's circumstances, the firm can increase total revenue even if the costs of serving customers are the same. The specific price structure proposed includes higher hourly rates for smaller jobs and jobs in less price sensitive sectors.
The document discusses the outlook for governance roles in financial services in 2016. It covers compliance, operational risk, and internal audit. For compliance, demand will remain high in 2016 particularly in conduct risk and financial crime. Regulated sectors like consumer credit and fintech will see continued hiring. For operational risk, demand remains strong driven by regulatory focus on the three lines of defense model. The internal audit market has been buoyant in 2015 and demand for qualified auditors is increasing, though there remains a shortage of candidates.
The document discusses challenges and opportunities in retirement planning. It notes that demand for retirement advice will increase as more people approach retirement with complex financial situations. Additionally, it highlights the need for holistic and ongoing retirement advice to help clients effectively manage longevity risks, inflation risks, and make their resources last throughout retirement. The document also advocates for product and regulatory changes to improve retirement outcomes and access to advice.
Studies are performed to determine the eligibility of current and future employees in order to assess potential tax credit. This is accomplished through live screening interviews, offering assistance identifying target hiring categories, and providing internal compliance guidelines to ensure future new hires are properly screened.
This document discusses a business proposal from Talk Bpo Inc. for franchise or consultant investments to increase profits by bringing small and medium enterprises offshore to the Philippines under the Talk Bpo brand. Key details include that franchisees and consultants would be exclusive partners to target new client opportunities and manage them sustainably. This would allow both parties to achieve increased margins through organic growth and greater brand awareness. The proposal also provides commission structures paying 5-25% based on the number of call center agents referred.
The document discusses Al Rajhi Home Financing package details such as financing amounts up to 90% of property value, maximum financing tenure of 35 years, profit rates starting at 5.05% for non-free moving cost, and allowable debt-to-income ratio of up to 80%. It also lists target customer segments and required application documents which include income proof, property documents, and identification documents.
Automatic enrolment requires employers to enroll eligible employees into a workplace pension scheme and make minimum contributions. Employers must identify their staging date which determines when their duties take effect. They will need to assess their workforce, set up a pension scheme, make contributions, and keep records to comply. Non-compliance will result in penalty notices and fines from the Pensions Regulator. Employers must take action now to prepare for their staging dates or face potential legal consequences.
The survey found that average global salaries remained steady at around $75,000 per year. However, salaries varied significantly by country and experience level. For permanent staff, the highest paying countries were Australia, Canada, US, Norway and the Netherlands, while the lowest paying were Pakistan, India, Philippines, Romania and Iran. Contractor rates were more variable depending on location and market forces. Experience levels also impacted salaries, with subsea engineers and those with over 20 years experience in business development commanding the highest salaries.
The article discusses how a professional consulting firm can maximize revenue through price discrimination by charging different prices to different types of customers. It recommends charging higher rates to customers in industries like petroleum and banking that are less price sensitive, and lower rates for large jobs, regular clients, and nonprofit organizations. The firm could also charge more in London than other areas. By tailoring prices to each customer's circumstances, the firm can increase total revenue even if the costs of serving customers are the same. The specific price structure proposed includes higher hourly rates for smaller jobs and jobs in less price sensitive sectors.
The operations market has remained busy in 2016, with increased hiring in middle office roles like trade support and regulatory specialists. Demand has also grown for operational support roles in buy-side firms to help diversify portfolios. Looking ahead, regulatory-driven roles and areas like client onboarding, OTC clearing, and trade support are expected to see continued hiring. The market remains candidate-short, especially for specialists, and salaries may increase 5-10% across key roles in 2016. Temporary contract needs have grown for regulatory reporting expertise in EMIR, Dodd-Frank, and other regulations.
The document provides an overview and outlook for the accounting and finance sector in 2016. It discusses trends in permanent and temporary roles across banking and investment management. For permanent roles, it notes increased demand for those with regulatory, technical, and project experience. Compensation is expected to see marginal salary increases but lower bonuses overall, except for high-demand skills. Product control hiring increased in 2015 and this demand is expected to continue in 2016, especially for newly qualified candidates.
The document provides an overview and outlook for the accounting and finance sector in 2016. It summarizes that 2015 saw increased hiring across banking and investment management. However, senior roles saw limited movement as organizations focused on cost cutting. Demand remained high for professionals with skills in regulatory reporting and technical accounting. Compensation in 2016 is expected to see low bonus increases for most, with marginal salary bumps and higher bonuses only for top performers or those in high-demand skills. Regulatory demands will continue driving need for related finance professionals through 2016.
Taylor Root Salary Survey 2012 for West End, Niche and Boutique Law FirmsNickSmetana
The document summarizes a survey of salaries and recruitment trends at UK private law firms in West End and niche city markets in 2012. Some key findings include:
- Salaries increased 3-5% on average for the second consecutive year, indicating returning confidence.
- 65% of firms anticipated recruiting 3-5 solicitors in 2012, up from 36% in 2011.
- Top recruitment areas included commercial property, commercial litigation, IP, banking, and private client.
- The NQ market was very competitive but firms saw an opportunity to recruit outstanding candidates.
The document summarizes a survey of salaries and recruitment trends at West End and niche City law firms in the UK in 2012. It found that after years of stagnation, most firms increased salaries 3-5% and planned to recruit more solicitors in 2012 compared to 2011, seeing more optimism in the market. Top areas of predicted recruitment were commercial property, commercial litigation, IP, banking, and private client. This indicated confidence was growing as firms sought to ensure they remained competitive.
The document is Morgan McKinley's 2011 Salary Guide for Ireland. It provides an overview of hiring trends and salary expectations across different sectors in Ireland based on a survey of over 700 managers. Key findings include that 42.8% of managers expect to increase headcount in 2011, 25.7% expect salaries to rise, and 63.6% expect salaries to remain the same. While the economic environment remains challenging, the survey findings suggest cautiously optimistic signs of growth in niche skills areas.
The document provides an overview of salaries and bonuses in 2015 for various front office banking roles including corporate banking, syndications, leveraged finance, mergers and acquisitions, equity capital markets, restructuring, project finance and export finance. It notes continued strong demand and increasing compensation levels for many origination and client-facing roles, though some support functions saw downsizing. Hiring is expected to remain candidate-driven with bonuses and guarantees common to attract and retain talent.
The document provides salary ranges for finance roles in investment banks, small-to-medium enterprises in financial services, and asset management firms in London. For investment banks, newly qualified staff can expect salaries of £50,000-£55,000 while more senior roles such as Vice President pay £75,000-£110,000. SME financial services roles pay less than investment banks with newly qualified roles at £45,000-£50,000 and Director roles £100,000-£175,000. Asset management pays less again with newly qualified roles at £50,000-£60,000 and Controller roles £65,000-£80,000.
This document provides an overview and analysis of employment data across Asia, including salaries, bonuses, benefits, and what factors are most important to employees. Some key findings include:
- Salary was the most important factor for employees in many countries, while career progression and company culture were also highly valued.
- Benefits packages vary significantly by country and level, with health coverage generally more generous for higher levels. Paid time off allows range from 8-35 days annually.
- Bonus payouts in 2015 averaged 20-31% of salary depending on level, with cash incentives reaching $430,000 for C-level staff.
- A survey found most employees would not give up benefits for an equivalent cash
The document provides an overview and market report on indirect taxes in 2014. Some of the key points summarized are:
1) Indirect tax was cited as a key area of growth among the big four accounting firms and was gaining greater recognition among commercial organizations. This resulted in an increasingly buoyant job market in some sectors.
2) Greater scrutiny from clients on what they expect from advisors influenced consulting firm strategies and led to a more competitive indirect tax market. Getting tax compliance right in an increasingly regulated environment also remained important for many organizations.
3) The war for talent among large consulting firms continued, with demand for individuals with business development, client relationship, and technical skills. Retaining high performers also became more
This document is Pure Search's 12th annual salary survey of UK in-house tax professionals. It finds that demand for tax professionals remains as the tax landscape continues to change. Average salaries for heads of tax increased in 2014 across all sectors. The biggest trends affecting tax over the next few years will be increased transparency around tax strategies and total tax contributions of multinational companies. Tax authorities are also increasing their ability to pursue tax revenues through reforms like country-by-country reporting. The UK economy is recovering and forecast to continue growing in 2014/15, leading to a positive outlook for the tax market.
Before the referendum, the architectural jobs market was particularly busy and salaries appeared to be rising at their fastest pace for a number of years. Following the result, however, the jobs market has seen a dramatic split. As a number of practices continue to rapidly expand, a growing percentage are also seeing projects put on hold and recruitment cut.
To try and build a better picture of the current situation, 9B conducted a salary survey which received more than 1,200 responses from architectural staff across the UK.
The document summarizes the outlook for the change management sector in financial services in 2016. It notes that key regulations from 2015 around banking reform, Dodd Frank, and EMIR will continue to be a major focus area. Demand will remain high for project professionals with regulatory, compliance, and risk expertise to help with embedding new rules. Strategic initiatives around systems implementations and new product launches are also expected to increase in 2016 as markets recover. Improving customer experience, particularly through digital channels, will be an emphasis for retail and corporate banking functions. Overall, the economic recovery is projected to continue driving increased recruitment demand across the financial services industry in 2016.
The document summarizes the outlook for the change management sector in financial services in 2016. It notes that key regulations from 2015 around banking reform, Dodd Frank, and EMIR will continue to be a major focus area. Demand will remain high for project professionals with regulatory, compliance, and risk expertise to help with embedding new rules. Strategic initiatives around systems implementations and new product launches are also expected to increase in 2016 as markets recover. Improving customer experience, particularly through digital channels, will be an emphasis for retail and corporate banking functions. Overall, the economic recovery is projected to continue driving increased recruitment demand across the financial services industry in 2016.
ARG Salary Guide & Employment Outlook 2013Joseph Ruiz
The document summarizes financial and employment trends for 2013, including:
- The Southern California economy is expected to see slow growth in the first half of 2013 but pick up in the second half, with most sectors adding jobs except government and aerospace. Industry leaders will be tourism, technology, healthcare, and life sciences.
- Finance professionals will be in high demand due to skills gaps, and compensation is expected to rise as the economy continues recovering, though concerns over domestic and global issues could impact hiring.
- The document provides detailed 2013 salary forecasts and 2012 bonus data for a wide range of financial, accounting, auditing, tax and other roles. Salaries vary significantly based on factors like company size, location
Each year, JMF Associates deliver a detailed salary guide to our network of employers and candidates. The guide provides a quick view of key salary metrics alongside our interpretation of the market as a whole. A useful reference point for end of year remuneration discussions...
The professional recruitment market as a whole has continued the trend from the back end of last year by growing steadily in terms of absolute job numbers by between 5% and 12% so far this year; a good indicator of market sentiment.
We have also found in Q1 2015 versus the same period last year that firms are committed to hiring when they go to market, not just scoping out the possibilities. As you will see in our market breakdown of the legal sector, firms are now moving quickly to secure talent and are offering competitive packages up front to secure the best people.
Financial Planner Salary Report for the Technology Industry.pdfSteven van der Tap
This report provides a detailed overview of financial planner salaries in the technology industry, offering valuable insights for professionals and employers alike.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
The operations market has remained busy in 2016, with increased hiring in middle office roles like trade support and regulatory specialists. Demand has also grown for operational support roles in buy-side firms to help diversify portfolios. Looking ahead, regulatory-driven roles and areas like client onboarding, OTC clearing, and trade support are expected to see continued hiring. The market remains candidate-short, especially for specialists, and salaries may increase 5-10% across key roles in 2016. Temporary contract needs have grown for regulatory reporting expertise in EMIR, Dodd-Frank, and other regulations.
The document provides an overview and outlook for the accounting and finance sector in 2016. It discusses trends in permanent and temporary roles across banking and investment management. For permanent roles, it notes increased demand for those with regulatory, technical, and project experience. Compensation is expected to see marginal salary increases but lower bonuses overall, except for high-demand skills. Product control hiring increased in 2015 and this demand is expected to continue in 2016, especially for newly qualified candidates.
The document provides an overview and outlook for the accounting and finance sector in 2016. It summarizes that 2015 saw increased hiring across banking and investment management. However, senior roles saw limited movement as organizations focused on cost cutting. Demand remained high for professionals with skills in regulatory reporting and technical accounting. Compensation in 2016 is expected to see low bonus increases for most, with marginal salary bumps and higher bonuses only for top performers or those in high-demand skills. Regulatory demands will continue driving need for related finance professionals through 2016.
Taylor Root Salary Survey 2012 for West End, Niche and Boutique Law FirmsNickSmetana
The document summarizes a survey of salaries and recruitment trends at UK private law firms in West End and niche city markets in 2012. Some key findings include:
- Salaries increased 3-5% on average for the second consecutive year, indicating returning confidence.
- 65% of firms anticipated recruiting 3-5 solicitors in 2012, up from 36% in 2011.
- Top recruitment areas included commercial property, commercial litigation, IP, banking, and private client.
- The NQ market was very competitive but firms saw an opportunity to recruit outstanding candidates.
The document summarizes a survey of salaries and recruitment trends at West End and niche City law firms in the UK in 2012. It found that after years of stagnation, most firms increased salaries 3-5% and planned to recruit more solicitors in 2012 compared to 2011, seeing more optimism in the market. Top areas of predicted recruitment were commercial property, commercial litigation, IP, banking, and private client. This indicated confidence was growing as firms sought to ensure they remained competitive.
The document is Morgan McKinley's 2011 Salary Guide for Ireland. It provides an overview of hiring trends and salary expectations across different sectors in Ireland based on a survey of over 700 managers. Key findings include that 42.8% of managers expect to increase headcount in 2011, 25.7% expect salaries to rise, and 63.6% expect salaries to remain the same. While the economic environment remains challenging, the survey findings suggest cautiously optimistic signs of growth in niche skills areas.
The document provides an overview of salaries and bonuses in 2015 for various front office banking roles including corporate banking, syndications, leveraged finance, mergers and acquisitions, equity capital markets, restructuring, project finance and export finance. It notes continued strong demand and increasing compensation levels for many origination and client-facing roles, though some support functions saw downsizing. Hiring is expected to remain candidate-driven with bonuses and guarantees common to attract and retain talent.
The document provides salary ranges for finance roles in investment banks, small-to-medium enterprises in financial services, and asset management firms in London. For investment banks, newly qualified staff can expect salaries of £50,000-£55,000 while more senior roles such as Vice President pay £75,000-£110,000. SME financial services roles pay less than investment banks with newly qualified roles at £45,000-£50,000 and Director roles £100,000-£175,000. Asset management pays less again with newly qualified roles at £50,000-£60,000 and Controller roles £65,000-£80,000.
This document provides an overview and analysis of employment data across Asia, including salaries, bonuses, benefits, and what factors are most important to employees. Some key findings include:
- Salary was the most important factor for employees in many countries, while career progression and company culture were also highly valued.
- Benefits packages vary significantly by country and level, with health coverage generally more generous for higher levels. Paid time off allows range from 8-35 days annually.
- Bonus payouts in 2015 averaged 20-31% of salary depending on level, with cash incentives reaching $430,000 for C-level staff.
- A survey found most employees would not give up benefits for an equivalent cash
The document provides an overview and market report on indirect taxes in 2014. Some of the key points summarized are:
1) Indirect tax was cited as a key area of growth among the big four accounting firms and was gaining greater recognition among commercial organizations. This resulted in an increasingly buoyant job market in some sectors.
2) Greater scrutiny from clients on what they expect from advisors influenced consulting firm strategies and led to a more competitive indirect tax market. Getting tax compliance right in an increasingly regulated environment also remained important for many organizations.
3) The war for talent among large consulting firms continued, with demand for individuals with business development, client relationship, and technical skills. Retaining high performers also became more
This document is Pure Search's 12th annual salary survey of UK in-house tax professionals. It finds that demand for tax professionals remains as the tax landscape continues to change. Average salaries for heads of tax increased in 2014 across all sectors. The biggest trends affecting tax over the next few years will be increased transparency around tax strategies and total tax contributions of multinational companies. Tax authorities are also increasing their ability to pursue tax revenues through reforms like country-by-country reporting. The UK economy is recovering and forecast to continue growing in 2014/15, leading to a positive outlook for the tax market.
Before the referendum, the architectural jobs market was particularly busy and salaries appeared to be rising at their fastest pace for a number of years. Following the result, however, the jobs market has seen a dramatic split. As a number of practices continue to rapidly expand, a growing percentage are also seeing projects put on hold and recruitment cut.
To try and build a better picture of the current situation, 9B conducted a salary survey which received more than 1,200 responses from architectural staff across the UK.
The document summarizes the outlook for the change management sector in financial services in 2016. It notes that key regulations from 2015 around banking reform, Dodd Frank, and EMIR will continue to be a major focus area. Demand will remain high for project professionals with regulatory, compliance, and risk expertise to help with embedding new rules. Strategic initiatives around systems implementations and new product launches are also expected to increase in 2016 as markets recover. Improving customer experience, particularly through digital channels, will be an emphasis for retail and corporate banking functions. Overall, the economic recovery is projected to continue driving increased recruitment demand across the financial services industry in 2016.
The document summarizes the outlook for the change management sector in financial services in 2016. It notes that key regulations from 2015 around banking reform, Dodd Frank, and EMIR will continue to be a major focus area. Demand will remain high for project professionals with regulatory, compliance, and risk expertise to help with embedding new rules. Strategic initiatives around systems implementations and new product launches are also expected to increase in 2016 as markets recover. Improving customer experience, particularly through digital channels, will be an emphasis for retail and corporate banking functions. Overall, the economic recovery is projected to continue driving increased recruitment demand across the financial services industry in 2016.
ARG Salary Guide & Employment Outlook 2013Joseph Ruiz
The document summarizes financial and employment trends for 2013, including:
- The Southern California economy is expected to see slow growth in the first half of 2013 but pick up in the second half, with most sectors adding jobs except government and aerospace. Industry leaders will be tourism, technology, healthcare, and life sciences.
- Finance professionals will be in high demand due to skills gaps, and compensation is expected to rise as the economy continues recovering, though concerns over domestic and global issues could impact hiring.
- The document provides detailed 2013 salary forecasts and 2012 bonus data for a wide range of financial, accounting, auditing, tax and other roles. Salaries vary significantly based on factors like company size, location
Each year, JMF Associates deliver a detailed salary guide to our network of employers and candidates. The guide provides a quick view of key salary metrics alongside our interpretation of the market as a whole. A useful reference point for end of year remuneration discussions...
The professional recruitment market as a whole has continued the trend from the back end of last year by growing steadily in terms of absolute job numbers by between 5% and 12% so far this year; a good indicator of market sentiment.
We have also found in Q1 2015 versus the same period last year that firms are committed to hiring when they go to market, not just scoping out the possibilities. As you will see in our market breakdown of the legal sector, firms are now moving quickly to secure talent and are offering competitive packages up front to secure the best people.
Financial Planner Salary Report for the Technology Industry.pdfSteven van der Tap
This report provides a detailed overview of financial planner salaries in the technology industry, offering valuable insights for professionals and employers alike.
Similar to UK - Banking & Financial Services Salary Survey 2011 (20)
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
2. Legal in-house financial services salary guide 2011
Introduction
Our legal financial services division specialises in recruiting the wider FS market (ie: excluding investment banking) and
permanent and temporary legal professionals at all levels from have not been dramatically impacted.
paralegals up to General Counsel and across several different
sectors within the financial services market including funds, Our overall conclusion is that the market is definitely
insurance, brokers, clearing houses, trading platforms, improving. However, there is a noticeably cautious approach
regulatory bodies, private equity and other miscellaneous to new hires and hence a degree of uncertainty as to what
financial services organisations. Our financial services team the rest of 2011 holds.
works closely with the banking team who recruit for the
major investment banks.
Permanent market review
The financial services market saw a substantial increase in
recruitment activity at all levels throughout 2010 which has
continued in to 2011. Regulation has certainly been the area
that has seen and will continue to see the most activity,
but there has also been notable demand for lawyers with
commercial/corporate insurance, financial services, general
commercial and funds experience. Whilst the market has
noticeably improved and stabilised, it is important to note
that there is still more of a conservative approach to hiring
as for many in-house departments obtaining the budget and
headcount to recruit tends to be harder to achieve than in the
days of 2006/2007. This has also resulted in recruitment
processes on the whole being significantly longer due to
clients wanting to ensure that they have fully explored the
market and as a result are recruiting the best person available
for the position. On the flip side and as the market has
improved over the last 12-18 months, there has also been a
noticeable change of mindset across the candidate population
– an increased demand for their skills has led to candidates
exercising the option to be more selective than they were
(or indeed could afford to be) during the leaner times. This
change in the market does put an increased premium on
ensuring the recruitment process is as efficient, expeditious,
and professional as possible, ensuring a favourable opinion of
the client is maintained.
Salaries in the wider financial services sector have in the main
been relatively unaffected by the recent economic difficulties
and have steadily (although not significantly) risen in recent
months. One possible exception to this trend is in the smaller
and mid-sized institutions where in some cases there has
been a slight decrease in salaries. On the bonus front, whilst
obviously bonuses throughout the banking and financial
services world are under pressure at the moment (especially
within organisations that have been hit hard by recent
events), generally speaking they remain fairly stable within
taylorroot.com
3. Legal in-house financial services salary guide 2011
Interim Market
The interim financial services market saw a significant Whilst the recruitment of paralegals has been steady in the
increase in contract and temporary roles at all levels in 2010. financial services market, the ISDA market was as buoyant
This was largely due to the conservative approach which as ever in 2010 and is showing no signs of slowing down
many clients have tended to take in light of the economic in 2011. There is an ongoing shortage of experienced ISDA
climate in 2008/09. It has been difficult for clients to obtain negotiators with a number of these very keen to make
additional permanent headcount due to budget constraints a move into a smaller team or institution such as an asset
and therefore taking someone on board as a contractor or management organisation.
temporary worker has been an excellent alternative. Clients
have been viewing it as a good way of seeing how the Salaries in 2010/2011 have been relatively stable within
candidate works and fits into the team before committing to the financial services sector, both on the qualified and non-
something more long term. They have also identified it as an qualified front. Unlike the permanent qualified market, we
opportunity to secure high calibre candidates who through no have not seen an increase in hourly/daily rates. In a good
fault of their own have been made redundant by magic and market contractors and temporary workers tend to receive a
silver circle firms. premium to make up for the bonus and benefits which they
do not receive. Therefore, we believe that the lack of increase
Unlike previous years, clients have considered NQ-1 is largely due to there being a significant drop in bonuses as
PQE lawyers for interim roles in areas such as funds and a consequence of the economic downturn.
commercial where there is consistently a shortage of
candidates. This can be partly explained by the fact that the It looks like the interim and non-qualified market will
temporary to permanent route has been particularly favoured continue to stay strong as the cautious approach to new hires
by clients. As mentioned above, clients are viewing interim continues throughout the rest of 2011.
candidates as more of a long term option and are therefore
willing to put in the investment usually required with a less
experienced candidate. It is a very positive sign that over
50% of our contract roles which began at the end of 2009
or the beginning of 2010 have now been made permanent.
Asha Morzaria
Senior Consultant
4. Legal in-house financial services salary guide 2011
Salaries & compensation - Permanent
Head of legal and compliance
As the compliance market becomes increasingly prominent, we have noticed an increased demand for Heads of
Legal and Compliance in small to mid-sized organisations, either as their first in-house counsel or to head up a
small team.
PQE Average base salary range Average bonus range
8 - 9 yrs £90,000 - £120,000 20% - 35%
9 - 10 yrs £110,000 - £140,000 20% - 35%
10 – 12 yrs £120,000 - £160,000 25% - 50%
12 – 14 yrs £125,000 - £170,000 30% - 60%
15 yrs + £135,000 - £200,000 30% - 100%
Financial services/Regulatory
2010 and the beginning of 2011 has seen a significant demand for lawyers with regulatory experience and
due to the increasing presence and importance of the regulatory bodies, we do not see this changing.
PQE Average base salary range Average bonus range
0 - 2 yrs £42,000 - £65,000 10% - 15%
2 – 4 yrs £63,000 - £80,000 10% - 15%
4 – 6 yrs £70,000 - £95,000 10% - 20%
6 – 8 yrs £82,000 - £110,000 15% - 20%
8 – 10 yrs* £90,000 - £120,000 15% - 35%
10 – 12yrs +* £100,000 - £145,000 20% - 50%
Commercial/Technology
General commercial lawyers are always highly sought after. The challenge that the financial services sector
faces is that lawyers with this background tend to be attracted to the commerce and industry roles hence the
need for financial services to pay higher salaries to attract candidates to their roles.
PQE Average base salary range Average bonus range
0 - 2 yrs £57,000 - £69,000 10% - 15%
2 - 4 yrs £65,000 - £82,000 10% - 15%
4 - 6 yrs £73,000 - £97,000 10% - 20%
6 - 8 yrs £85,000 - £110,000 15% - 20%
8 - 10 yrs* £90,000 - £122,000 15% - 35%
10 - 12+ yrs* £100,000 - £150,000 15% - 50%
Corporate finance/M&A/Private equity
For obvious reasons there were very few if any corporate roles in 2009/beginning of 2010, however the
second half of 2010 and the beginning of 2011 has seen a noticeable but not significant increase in in-house
corporate positions which we expect to see continue throughout the rest of 2011.
PQE Average base salary range Average bonus range
0 - 2 yrs £55,000 - £72,000 10% - 15%
2 - 4 yrs £68,000 - £85,000 10% - 15%
4 - 6 yrs £75,000 - £97,000 15% - 20%
6-8 yrs £88,000 - £115,000 15% - 20%
8-10 yrs* £95,000 - £120,000 20% - 40%
10-12+ yrs* £110,000 - £160,000 20% - 55%
taylorroot.com
5. Legal in-house financial services salary guide 2011
Insurance
Insurance as a sector has maintained a steady flow of recruitment, and in 2010 we noticed an increased
demand for insurance litigators and commercial / corporate insurance lawyers of varying levels, which has
continued into 2011.
Insurance litigation
PQE Average base salary range Average bonus range
0-2 yrs £42,000 - £60,000 10% - 15%
2-4 yrs £55,000 - £76,000 10% - 15%
4-6 yrs £72,000 - £85,000 10% - 20%
6-8 yrs £80,000 - £95,000 15% - 30%
8-10 yrs* £90,000 - £115,000 20% - 40%
10-12+ yrs* £100,000 - £135,000 25% - 50%
Corporate / Commercial Insurance
0-2 yrs £45,000 - £62,000 10% - 15%
2-4 yrs £60,000 - £78,000 10% - 20%
4-6 yrs £74,000 - £90,000 15% - 25%
6-8 yrs £80,000 - £98,000 15% - 35%
8-10 yrs* £95,000 - £130,000 20% - 40%
10-12+ yrs* £120,000 - £150,000 25% - 55%
Nikki Newton
Associate Director
6. Legal in-house financial services salary guide 2011
Funds/Asset management
The funds market at the beginning of 2010 was noticeably slower in terms of recruitment; however the
second half of 2010 and the beginning of 2011 has seen an increased demand for funds lawyers. It is
important to note that lawyers with funds experience, especially regulatory funds experience, are in high
demand and reasonably difficult to source due to competition in the market for their experience.
PQE Average base salary range Average bonus range
0 - 2 yrs £50,000 - £73,000 10% - 20%
2 - 4 yrs £60,000 - £85,000 15% - 25%
4 - 6 yrs £73,000 - £100,000 15% - 30%
6 - 8 yrs £90,000 – £120,000 20% - 50%
8 - 10* yrs £100,000 - £135,000 25% - 60%
10 - 12+ yrs* £120,000 - £165,000 30% - 100%
Retail banking (Consumer finance)
Retail banking roles have remained consistent (although not that frequent) over the last few years. It is
important to note that sourcing lawyers with this area of specialism is always quite difficult due to a relatively
small candidate pool with this skill set.
PQE Average base salary range Average bonus range
0 - 2 yrs £40,000 - £62,000 5% - 10%
2 - 4 yrs £58,000 - £75,000 10% - 20%
4 - 6 yrs £65,000 - £80,000 15% - 25%
6 - 8 yrs £72,000 - £95,000 15% - 30%
8 - 10 yrs* £88,000 - £110,000 20% - 35%
10 - 12+ yrs* £105,000 - £135,000 20% - 40%
Employment
Employment roles do not come up that often in-house and when they do they are quite highly sought after.
PQE Average base salary range Average bonus range
0 - 2 yrs £42,000 - £60,000 5% - 10%
2 - 4 yrs £68,000 - £80,000 10% - 20%
4 - 6 yrs £75,000 - £88,000 15% - 25%
6 - 8 yrs £85,000 - £95,000 15% - 30%
8 - 10 yrs* £90,000 - £110,000 20% - 35%
10 - 12+ yrs* £100,000 - £135,000 20% - 40%
Notes:
• We have formulated the tables above on the basis of extensive research across our database of clients and candidates,
combined with our collective experience of recruiting lawyers for the majority of the leading UK, European and global
financial services institutions. Please note that these are averages and inevitably there will be occasional exceptions.
• Where applicable: base salary figures quoted include any additional fixed payments, car allowance, cost of living adjustments etc.
* At the more senior levels where the salary ranges are broader, one of the key factors that will influence where someone would fall within
that range will be whether or not they have people management responsibilities (and if so, how significant those responsibilities are).
taylorroot.com
7. Legal in-house financial services salary guide 2011
Salaries & compensation - ISDA negotiators & Paralegals
ISDA Negotiators
PQE Average base salary range Average daily rate 1
0 - 1 yrs £35,000 - £40,000 £150 - £200
1 - 2 yrs £40,000 - £50,000 £180 - £250
2 - 3 yrs £45,000 - £60,000 £230 - £350
3 - 4 yrs £55,000 - £70,000 £300 - £350
4 - 5 yrs £65,000 - £80,000 £350 - £400
5 - 7 yrs £75,000 - £90,000 £375 - £450
7+ yrs £80,000 - £100,000 £400 - £600
Management £90,000 - £130,000 £450 - £600
1 Daily rate figures are exclusive of holidays which the candidate would be entitled to. Qualified lawyers will be paid
up to 15-20% more than non-qualified negotiators. In addition, please note that the number of years experience as
well as the number of ISDAs’ negotiated will also determine where a candidate falls within the above rates. .
Paralegals 2
PQE Average base salary range Average daily rate
0 yrs £22,000 - £25,000 £100 - £110
1 yrs £22,000 - £30,000 £105 - £130
2 yrs £25,000 - £40,000 £107 - £172
3 yrs £28,000 - £45,000 £120 - £195
4 yrs £30,000 - £48,000 £130 - £207
5 yrs £40,000 - £55,000 £172 - £238
6 yrs £42,000 -£65,000 £181 - £280
7 - 10 yrs £45,000 - £80,000 £194 - £345
10+ yrs £60,000+ £260+
2 The term “paralegal” covers unqualified legal professionals and can sometimes be broadened to include foreign qualified lawyers. Individuals
with substantial experience tend not to be referred to as paralegals. Such individuals will receive good quality work and will often be treated as
the equivalent of a qualified lawyer. However, in view of the fact they are not qualified, they will invariably be paid less than their qualified peers.
Richard Hanks
Group Manager
8. Our financial services team is comprised of 6 specialist consultants with over 35 years’ recruitment
experience between them in this sector. For more information on renumeration and career options
or for help with your recruitment drive please contact a member of the team on 020 7415 2828:
Julian Stone Richard Hanks Nikki Newton
Partner Group Manager Associate Director
In-house team Permanent recruitment Permanent recruitment
julianstone@taylorroot.com richardhanks@taylorroot.com nikkinewton@taylorroot.com
Asha Morzaria James Penn Ann Marie Martakis
Senior Consultant Consultant Consultant
Interim recruitment Interim recruitment Permanent recruitment
ashamorzaria@taylorroot.com jamespenn@taylorroot.com annmariemartakis@taylorroot.com
Established in the 1980s, Taylor Root is now widely recognised as being one of the world’s leading
legal recruiters. Operating out of offices in the UK, Dubai, Asia and Australia, we are ideally placed to
assist law firms, banks and companies with their legal recruitment on an international basis. Taylor
Root has a strong track record in the recruitment of: Heads of Legal and legal advisers; law firm
associates and partners; contract/locum lawyers; paralegals; company secretaries and compliance
professionals.
Taylor Root is a member of The SR Group. The SR Group is a specialist recruitment consultancy
dedicated to raising standards in the business environments that we serve. The sectors we
cover include tax, legal, human resources, marketing, professional support and executive search,
dealing with a substantial number of the world’s leading professional partnerships, multi-national
corporations and international banking groups as well as small to medium sized developing
organisations.
London Dubai Hong Kong
95 Queen Victoria Street Suite 614, Liberty House DIFC 1918 Hutchinson House
London EC4V 4HN PO Box 506739 10 Harcourt Road , Central, Hong Kong
T: +44 (0)20 7415 2828 T: +9714 448 7770 T: +852 2973 6333
Singapore Melbourne Sydney
Level 21 Prudential Tower Level 2, Rialto North Tower Level 12, 25 Bligh Street
30 Cecil Street 525 Collins Street Sydney
Singapore 049712 Melbourne, VIC 3000 NSW 2000
T: +65 6420 0500 T: +61 (0)3 8610 8400 T: +61 (0)2 9236 9000
Taylor Root is a member of The SR Group
taylorroot.com