Compliance Officer for an Independent  Investment Management Firm

This Compliance Officer role arose due to the impending retirement of the incumbent. The key requirement of the role was to ensure that a financial advisory firm meets and fulfils all of the FCA legally mandated reporting and monitoring requirements.

The Challenge
The firm had managed their own recruitment process for a period of six months, having advertised the role via a number of channels. They also engaged a number of national database recruiters; however this route had not sourced the calibre of candidate that was required to meet the demands of this challenging role. Understandably, our client had become frustrated with the process. They required us to work to a short timeline and the challenge was further compounded by the reality that we had a very limited pool of talent suited to this role within close proximity to the firm. In addition, the salary for this level of role in the city of London was circa 100% higher than the remuneration package on offer within the East Midlands.

The WH Solution – E-Search & Headhunt
During our initial client meeting we listened to the client relay insightful information about their expectations of the ideal candidate, gaining a valuable insight into their culture and the career progression opportunities for a potential candidate. We were able to impart credible feedback on all relevant labour market issues and offer credible solutions on the best route to source high quality candidates. For this campaign we recommended running a full E-Search and Headhunt campaign. Our team of experienced researchers were able to populate a relevant and detailed Headhunt target list which meant that we started approaching potential candidates from the commencement of the campaign and we were not just waiting to receive applications from our web ads.

The Result
Our E- Search produced thirty applications off the back of our web adverts, our research team complied a headhunt which identified sixty five qualified individuals who we confidentially and discretely approached about this role. Our open collaborative approach afforded us the ability to recalibrate the campaign in real time with our client which was particularly useful when we identified talent where we needed flexibility with the package on offer. Seven candidates were initially shortlisted and interviewed by Wallace Hind, we progressed a shortlist of four for initial interview with our client, and two progressed to second interview with ultimately one successful candidate being offered the position.

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