Following two international awards this year*, AP Executive has once again proven its credibility as a global market leader in executive recruitment by winning the Corporate LiveWire Global Awards 2016 in the “Recruitment Services Provider To The Finance Sector” category. The award bears testimony to the firm’s commitment to high standards of professional services through best recruitment practices and innovative candidate sourcing methods.
The winners were chosen after a rigorous nomination and selection process in order to recognise only the most successful and competitive companies who have performed outstandingly in their area of expertise over the past 12 months.
Gina Le Prevost, CEO commented: “We are delighted to accept this award and continue to work very hard to be the agency of choice for finance sector clients. We are committed to providing exceptional service to existing clients and hope to remain as a top performer in our industry”.
AP Executive has over 25 years of experience in serving the financial services industry across more than 55 global jurisdictions, covering wealth management, trust, family office, private equity, alternative investments, asset management, accountancy and legal sectors. With a dedicated team of specialist consultants, who boast an in-depth understanding of the international financial market as well as regulations, the firm is able to deliver bespoke and comprehensive recruitment solutions to clients worldwide.
Originally founded in Guernsey, an international low tax centre, AP Executive has established itself as a trusted partner for finance recruitment, and expanded from Guernsey to Jersey, Cyprus, London, Luxembourg, Geneva, Zurich and Singapore.
* 2016 Offshore Excellence Awards in the “Best in Offshore Wealth Management Recruitment” category, and the “International Recruitment Specialist Firm of the Year in Switzerland” by Corporate Intl.
AP Executive, a multi-award winning global executive search firm, has added another feather to its cap by winning the 2016 Offshore Excellence Awards in the “Best in Offshore Wealth Management Recruitment” category.
The awards held by Acquisition International, a leading business publication for finance and corporate professionals, aim to recognise the outstanding contributions and achievements of specialist firms across a broad spectrum of the offshore industry. The decision was made after a rigorous selection and judging process, focussing solely on the merit in order to honour those companies that demonstrate the highest level of professionalism and ingenuity, as well as sustained and measurable success.
Gina Le Prevost, CEO and Founder of AP Executive, commented: “Being recognised as the Best in Offshore Wealth Management Recruitment Firm category is a great achievement for AP Executive and is powerful evidence of AP Executive’s know how in global executive recruitment. As an executive search firm we are committed to being a trusted recruitment company to our valued clients, whilst maintaining our firm’s principles for professionalism, quality and customer service. Our aim for the future is to continue to provide superior recruitment services to our clients and candidates in the wealth management and trust sectors and further enhance our presence across the globe.”
AP Executive offers recruitment services of mid to senior management and C-suite level candidates, both on and offshore, across more than 55 global jurisdictions in wealth management, trust, family office, private equity, alternative investments, asset management, accountancy and legal sectors. Working closely with top industry professionals and blue-chip clients worldwide, the firm utilises extensive industry experience, enviable client network and innovative recruitment concepts to deliver exceptional staffing and career management services.
With over 25 years of experience in offshore recruitment, AP Executive has emerged as a recruitment and career partner of choice and expanded from Guernsey to Jersey, Cyprus, London, Luxembourg, Geneva, Zurich and Singapore.
AP Executive announces new Manager for Singapore Office
AP Executive, a multi-award winning global executive search firm, is pleased to announce the appointment of Chand Kamalakaran as the new Manager for the Singapore office. The appointment is a reflection of AP Executive’s ambition to develop business operations in Asia, whilst improving the level of professional service provided to clients and candidates in Singapore, Asia and internationally.
Chand specialises in mid-management to executive board level recruitment in the financial service sectors, particularly in the wealth management industries in Singapore and Asia in general. As an integral part of AP Executive’s operations in Singapore, he is responsible for strengthening and developing a blue-chip client portfolio in Asia, as well as establishing the firm’s footprint as a leading executive search firm within the Asian market place. Chand reports directly to Gina Le Prevost, CEO of AP Executive.
Gina commented: “I am delighted to welcome Chand to AP Executive so we can enhance our global reputation and presence in the APAC region. I look forward to working closely with Chand to ensure AP Executive provides superior executive search and recruitment services to our valued clients and their global operations in Singapore and Asia region.”
Chand joins AP Executive with more than nine years of recruitment and business development experience in Singapore. He demonstrates excellent customer relations, strategic management, negotiation and marketing skills, as well as expert knowledge and understanding of the regional job market. He worked previously as a sales manager, leading a team of business development managers to drive sales, achieve business targets and develop marketing strategies for a well known online jobs board. He holds a Bachelor’s degree in Computer Science from University of Hertfordshire, UK.
Chand Kamalakaran commented: “I am delighted to be joining a reputable global recruitment company and to be developing the brand further in the Asian wealth management market.”
Chand draws on his previous experience within the Singapore market place to support AP Executive’s plans to expand operations into other Asian countries, as well as address the needs of Singapore’s financial services sector.
Securing a job in Jersey can be a difficult and time-consuming exercise. This is where recruitment agencies can help. But choosing the right recruitment firm is crucial for a successful placement.
Here are some insights into the world of recruitment industry and advice for candidates on choosing the right recruitment consultancy.
Speaking as someone who has certain understanding of the recruitment industry in Jersey, and with the memory of being a candidate from my days in financial services still fresh in my mind, I thought I should share with you what things look like from the other side of the fence.
As we all know, Jersey is a small place. There are a finite number of companies advertising a finite number of roles.
The pushing and shoving between agencies to get their candidate out to a potential employer is almost palpable, but don’t be fooled into necessarily thinking that they have your best interests at heart. Far from it – pound signs glaze over their eyes, hoping to land a commission from an uncouth piece of "recruitment".
This is not how a recruitment agent should operate – the "if you throw enough muck at the wall, some will stick" mentality is to be avoided at all costs. Or else within weeks your CV will become diluted and worthless, through no fault of your own.
For this reason, you should be very careful when selecting the agency with whom you wish to work, and also avoid the enticement of window adverts and website roles which are either many months out of date or, worse still, never existed in the first place.
Your choice of agency should be very much like any choice you make in life – choose what is most appropriate for your circumstances and what is likely to benefit you the most. When choosing a recruitment agency, be pragmatic; if you are a Managing Director of a corporate service provider, would you want your agent to be involved with part time data input roles?; if you are a Senior Infrastructure Manager, would you register with agencies that specialise in the provision of building site labourers? Clearly not.
Therefore, at AP Group, we have clearly defined divisions of AP Executive (senior level appointments), AP GlobalEnergy (appointments in the oil and gas sector), AP Personnel (junior to mid-level appointments in finance and commercial sector) and AP Technical (IT/Communication appointments), each providing specialist recruitment service to job seekers.
When registering, it goes without saying that absolute discretion and confidentiality are assured, and the service you get will be tailored to suit you and your experience. Your CV will be sent, only with your express approval, to companies for specific jobs, and your application discussed with the hirer afterwards for feedback. The service provided is bespoke to each individual candidate, and not a hit and hope exercise in which your CV is sent in desperation to every company in the yellow pages without any forethought or applied knowledge.
It is, after all, the way recruitment should be done.
With 25 years of experience in providing bespoke professional service, we have developed an extensive client network and in-depth market knowledge, offering the highest standards of career management service to professionals.
*This article was written by Kieron Lambert, former Executive Consultant.
50s should be considered as the new 40s or even 30s: Gina Le Prevost, CEO AP Executive
With increase in the legal retirement age, people in their 50s should not be discriminated for age in the employment field, according to Gina Le Prevost, founder and CEO of AP Executive.
Gina Le Prevost CEO of AP Executive says: ‘The days of people in their 50s being discriminated because of their age should now be a thing of the past. Unfortunately, a lot of employers still consider people in their 50s to be approaching retirement. Instead, this is no longer the case since the legal retirement age is increasing, and I am sure will soon rise to 70 years plus.”
“People are living longer and most people are starting their first career in their late 20s or even early 30s – therefore on the ‘age barometer’ from 30 years to 70 years, people in their 50s come in the middle of the gauge and no longer at the end.”
This view builds on earlier research that provides evidence for the benefits of older workers. A recent UK Gov report suggests that people up to the age of 70 can be as productive as their younger counterparts and emphasises the importance of a mixed-age workforce. Similarly, research (Network for Studies on Pensions, Ageing and Retirement, 2009) shows people aged 55-64 have “positive” effects on younger staff.
Moreover, according to a recent survey (YouGov survey, UK Gov) retirement pattern is changing, with nearly half of over-50s willing to work between age of 65 and 70.
However, things have not changed much for the over-50s after being rendered redundant since the downturn of 2008. Although age- related discrimination is illegal, experts believe this is highly pervasive in workplace. In fact, this discriminatory attitude has negative effects on the self-esteem and confidence of jobseekers.
Gina says: “Some candidates I speak to in their 50s usually talk themselves down because they have been discriminated for their age for so long that even they now believe they are too old to find work.”
She warns: “This thought process needs to change and some employers need to rethink their hiring process.”
“Often, I have to reassure the candidates in their 50s that they must not fall into the trap just because 50 year olds have been classed in the past as being nearing retirement. They appreciate my positive approach, and it inspires them to realise that actually they do have up to 20 years left in the workplace until retirement – this is a lot of years and a lot can be achieved.”
The increase in retirement age and benefits of more age diverse workforce, calls for “the 50s to be now considered as the new 40s or even 30s”.
AP Executive is a global recruitment consultancy and has 25 years of experience in specialist recruitment.
Since the global financial crisis, the financial services sector in general has experienced large changes, and the asset management market is no different. Demographic evolution and changes in regulation mean that the structure of the asset management industry is undergoing a transformation.
Part of the change is driven by client expectations, as investors are focusing more on risk management and demanding transparency from asset managers. Geographically, emerging markets are also having a big impact on asset management, in particular the strong growth in Asia and the Middle East is causing waves. This all, obviously, has an effect on the market for asset management jobs in Singapore, Hong Kong and other key centres.
Singapore has been an important financial centre for several years. It is ranked 4th for the asset management industry according to the Global Financial Centres Index survey and is continuing to grow in importance in the market, offering alternative investment options and creating Singapore asset management jobs. This is due in no small part to the Government's policies. They have an aim to become the asset management centre of Asia so have dedicated resources to actively marketing the region as an attractive location, and have implemented tax incentives.
The Government is focused on the long term success of Singapore as a centre for asset management so is not looking for a quick fix of unstable growth. Instead they are encouraging long term stability through regulation, including licensing laws and risk management frameworks. This is a deliberate post financial crisis strategy to ensure that asset management companies are steady and viable, but also to reassure investors of the stability of Singapore's asset management market. This means that those applying for Singapore asset management jobs should be aware of the local economic environment and compliance issues.
Singapore is an economically and politically stable area, so those looking for asset management jobs in Singapore can be reassured of its potential. In 2010 total asset managed by asset managers in Singapore reached $1.4 trillion so the opportunities here are exciting and viable.
Some awareness of the local culture will be beneficial, as will a willingness to learn the language, even though English is spoken widely in business. If you would like advice about asset management jobs in Singapore we have experts on hand to help.
The tendency towards the increased hiring of wealth and tax planners we observed last year was confirmed and this area still remains active. This has resulted due to the numerous changes of regulations which is increasing potential cross border issues. Foreign tax specialists are highly required by our clients to assist with the efficient complex structuring of the wealth of private clients. In conjunction we have also observed an increase of recruitment needs for the compliance and anti money laundering divisions particularly of private banks and asset managers.
Private bankers, "hunters" able to attract new clients, are still very high priority to the main players. Attention is still turned towards emerging markets, in particular Latin America, Eastern Europe and Russia - African countries is also becoming an interesting market. The Swiss onshore coverage comprising of Swiss nationals and wealthy foreign residents in Switzerland, is the second priority. Foreign banks with offices in either Geneva or Zurich are developing more and more their coverage of this 'onshore' market, by developing teams of foreign national bankers targeting customers from their own community of language and culture residing in Switzerland.
AP Executive has also noticed a growing interest towards the institutional and semi-institutional clients both based in Switzerland and abroad. More and more players target these clients with offers of a wide range of financial products. It has resulted in heavy recruitment of sales and relationship management professionals.
In the trust and fiduciary arena, we see that companies are looking at consolidation rather than at expansion. Family Offices are growing and new ones are sprouting, who are seeking highly specialised professionals - investment advisors, wealth and estate planners, portfolio managers, and concierge professionals in particular. Indeed, more and more ultra wealthy private clients consider this the best alternative providing them with independence as well as a dedicated round the clock service from top quality staff.
Due to the international network of AP Executive offices, which includes our presence in Zurich and Geneva, international candidates consult us to assist them in successfully finding a role in Switzerland which is still the country of preferred choice to live and work in. Indeed the country is a very attractive destination for professionals in the financial and wealth management industries. It is seen by many as the place to gain international experience and accelerate careers. The quality of life and work balance is very good. Zurich and Geneva are ranked highly each year as the most enjoyable cities to live in. Switzerland's position at the heart of Europe makes the country a central hub and easily connected. The Swiss economy and the political system are still very stable. Salaries are high with a ratio salary / cost of living often more interesting than in most other European economies.
Job seekers looking to relocate must be aware that Switzerland is a highly competitive market. During the past two years due to the global economic downturn, we are observing a significant increase in the time involved in the recruitment process at all levels of seniority. There is an increase of foreign candidates actively looking for a new job as a result of the global financial crisis. The current job market is definitely an employer's market place. Thus, it creates greater competition between candidates. A solid technical know-how is no longer seen as enough to make a difference. Besides track record, experience and network, the choice of the successful candidate is often based on the quality of their social and client relationship management skills. That said there are still pockets of experience which is still a busy active employees market place those are Swiss qualified lawyers, compliance and anti money laundering professionals, wealth planners and private bankers with an interesting amount of assets under management. Swiss employers can afford to be fussy and choosy for certain staff requirements in this market place, particularly operational roles. The global job market is becoming more and more cosmopolitan and languages are becoming a key requirement for jobs. To only speak English these days in most jobs is not enough. In answer to a more complex working environment, the more languages spoken and written the better. It is quite typical for us to come across candidates speaking at least three to four languages fluently, and up to 5 proficiently.
The present ones which are popular are French and German particularly with Switzerland being historically a multi language country however other European languages required are Portuguese and Spanish for Latin American clients. Mandarin and Cantonese will be languages which will be sought after by clients. We are already seeing a number of Swiss clients focusing on their Asian operations in Singapore and Hong Kong and the opportunities of opening new offices in China.
This article was written by Emmanuel Auperin, Former Manager of AP Executive in Zurich
This article was first published in Private Client Practitioner
The wealth management sector is no longer dominated by "men in pinstripe suits", female job hunters have been reassured.
Talking to the Financial Times about the change in the wealth management jobs world, global head for graduate and embark resourcing and development at Barclays Wealth Helen Bostock said that the old-fashioned stereotypes are now longer true.
She stated that at Barclays Wealth, it has been found that many of the abilities needed in wealth management jobs come naturally to some women.
These include strong communication skills, working on client relationships and "building a rapport" with customers and other people in wealth management jobs, she remarked.
Those keen to enter the sector were advised to work on achieving a range of skills.
"As wealth opens up across the world and our client base becomes more diverse and sophisticated, we need to recruit people with a broad range of skills," Miss Bostock continued.
Recent Budget announcements revealing extra funding to help firms take on apprentices could be good news for those looking for wealth management roles that offer on-the-job training.
New investment management jobs for two sector names
Aviva Investors has given new investment management jobs to Peter Fitzgerald and Ian Aylward, two well-known and successful faces in the sector.
According to the Financial Times, the pair will both be employed as multi managers as the firm looks to relaunch a fund of funds range worth more than £394 million.
Mr Aylward was previously head of alternative research at Skandia and Mr Fitzgerald was employed at BNP Paribas Wealth Management as a senior wealth manager.
Both men have substantial experience in the investment management sector and will bring knowledge of long and short-term equity, wealth management, infrastructure and portfolio management to their new finance jobs.
The latest Report on Jobs study produced by the Recruitment and Employment Confederation and KPMG showed that in February this year, the finance sector enjoyed its fastest growth in permanent placements in the previous ten months, which could be good news for those looking for finance jobs.