Oliver Hayes

New Visa rules are putting politics ahead of growth "Here in London, the move comes as our latest research indicates that half of employers are struggling to fill vacancies. Not only will this adjustment make it harder to hire for many, it will also impact our pipeline of future leaders. Analysis from the Entrepreneurs Network published last summer found that 39% of the UK’s 100 fastest-growing companies had overseas-born founders or co-founders, drawn from 28 countries and five continents. International talent brings fresh perspectives, ideas and ways of working, aiding a cultural dynamism which helps attract 30 million visitors, and £14 billion in tourist spend, to the capital annually." hashtag #TalentShortage, #GlobalTalent, #WorkforceDiversity, #HiringChallenges, h #FutureOfWork, #UKJobs,#LondonJobs, #UKBusiness, #UKEntrepreneurs

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Retiring Baby Boomers: Analysing Risk and Overcoming Challenges 📹 Have you seen our podcast shorts? All the best bits from the Private Equity Podcast in short clips! Visit the Raw Selection channel now - https://lnkd.in/eEn2KiVr #privateequity #theprivateequitypodcast #challenges

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If you're curious about the Contingent Workforce, trends fueling the movement, and the WHY behind ace Talent Curators, I recommend listening to this episode of MRI's "Talent Hunters". Thanks for having me on Vince Holt! I enjoyed our time and your thoughtful questions. #contingentworkforce #contractstaffing #cpg

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Investment opportunity 🚀 “I'm excited to share that GRC Hub is actively seeking investment within the risk and compliance space. We're developing a GRC B2B Talent Platform that will help companies tackle the skills/cost balance and deliver the best candidates on the market at a fraction of their current costs. Why invest in us? Our team has a proven track record of delivering outstanding candidates and teams to solve any regulated issue our clients have. We're addressing a growing need for robust and efficient risk management in today's complex regulatory environment. Our solution offers measurable improvements in performance, productivity, and all at a fraction of the cost. No one can beat us in quality, performance, timescales, or cost. Are you an investor looking for a company at the forefront of risk and compliance innovation? I'd love to chat and share more details. Feel free to reach out to schedule a call! #investment #investmentopportunity #riskmanagement #compliance”

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To any Consulting Partners in my network who are interested in hearing about current market conditions please drop me a line on paul@sequelsearch.com. On top of some commentary regarding market trends, I have also added a list of live requirements towards the end of this post and would love to hear from you. A regular theme over the past few months is the clear divide in market performance. In some cases, Consulting firms are having their "best year for a decade" or "revenue has quadrupled in the last 12 months" and in others, well, we're all reading the news about various cuts across various global firms. The divide, based on these conversations, seems to be consistently based around the size and structure of the firm. The smaller (relative to the larger global firms), sector focused or boutique houses are seemingly performing well. The larger firms seem be the polar opposite in the main - some are having significant structural issues, some are having to make cuts (or polite resignations) to protect Partner profits and some have just backed the wrong sectors or functions at the wrong time. Why is this divide happening? I believe a combination of the below, but in no particular order: a) Depth of experience and credentials b) Flexible Pricing models c) Lower overheads d) A comfortable middle ground between the premium strategy players and the larger global firms e) A clear identity and GTM strategy It'll be interesting to see how this develops as the market picks up over the next 6 months. It seems the deals market has started to show signs of life which should start driving some more activity across senior hires and could play into the hands of some of the larger players who rely heavily on cross functional deal work. This, combined with an encouraging Q1 is starting to fuel some optimism. See below for a list of mandates that Sequel Search is currently working on: Healthcare Deals leader for UK - Global Consultancy Pricing Partner - UK - mid market strategy house Telecoms Strategy and Ops Partner - Tier 1 Consultancy - UK Large Cap CDD Partner - UK and Europe - Healthcare and Financial Services but open to other sectors - Tier 1 Consultancy Healthcare Strategy Partner - UK, US, Middle East - Global Strategy Boutique Post Deal Value Creation Partner - UK, US, Middle East - Global Tier 1 Strategy House TMT Strategy Partner - UK, US, Europe - Multiple clients Revenue Growth and Sales Partner - UK - Tier 1 Consultancy Life Sciences/Pharma Strategy Partner - UK - UK Strategy Boutique Mid-market CDD Partner - Europe and US - Global Strategy boutique Business Services Partner - Global Strategy House - Germany Manufacturing Operations Partner - Global Strategy House - Europe and US Automotive Partner - Global Strategy House - Europe and US If you'd like to discuss any of these mandates please reach out to me for a confidential discussion on paul@sequelsearch.com

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Curious About the US Engineering Market's Growth? 🌎 You're not alone! In 2023, engineering was one of the main sectors to grow in the US staffing market—with the entire industry in the US expected to be worth $350.3 billion trillion USD in 2023! Swipe for eye-opening stats on; 📊 Engineering Employment forecasts 📈 New job estimates over the next decade 💰 Annual salaries for popular engineer roles in the US 💸 Hourly earnings Thinking of making your mark in the US engineering sector? Grab our Guide to US Engineering Recruitment today!👇 https://loom.ly/jBG4BZI

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Interesting take by Bloomberg on the spike in this weeks Jobless Claims: Initial applications for US unemployment benefits rose last week to the highest level since August, coinciding with a recess at New York City public schools. New York City public school workers such as bus drivers are allowed to apply for benefits during winter and spring breaks, which tend to boost weekly claims numbers. Up until this latest week, total US first-time applications had been confined in a narrow 200,000-222,000 range for the last three months. #joblessclaims #economy #jobmarket

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Insufficient budgets Late payments  Production delays Missed deadlines When these come as a surprise, they are devastating to business relationships. When they are preemptively smoothed over by a human being who cares, they are mere speed bumps. Almost all shortcomings are forgiven… if you communicate about them. Even sucking at your job can be forgiven every once in a while, if you compensate with a little character; a little earnestness. Eye contact, advance notice, acknowledgment, a heartfelt apology, a plan to fix it, a smile. That’s it. Don’t be afraid of messing up. Be afraid of what happens when you don’t own your mess-ups. 

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If you’re serious about entering the US market, you’ll more than likely have heard of the E2 Visa 🛂 Between paperwork, interviews, and investment data, it can look like quite an intimidating process. On a previous episode of Scale up Stateside, I interviewed McKenzie Powell who launched an international office in Tampa, Florida and has gone through the entire process of research, planning and immigration. Where we discussed: ⭐️ How long you can stay in the US with an E2 visa ⭐️ E2 visa vs H1B visa ⭐️ The E2 Visa process ⭐️ How long it takes to get an E2 visa You can listen to the entire episode on your platform of choice 👇🏻 Spotify : https://loom.ly/ei0-0Ko Apple : https://loom.ly/rH_OtO8 #immigration #e2visa #visas

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It's always fun to catch up with Brooke Masters, US Financial Editor at the Financial Times on the hottest topics to hit Wall Street. Today's hot topic? The FTC's recent ban on non-compete agreements. Non-compete agreements have been a critical mechanism for the Wall Street world to retain best-in-class talent and ensure control over trade secrets, intellectual property, and other proprietary information that fundamentally impacts firms' business strategies and models. How do you think the ban on non-compete agreements will impact the financial services world? Will firms already paying big compensation bucks ultimately pay even higher dollars to keep talent and protect their tricks of the trade? My prediction? A shift from contractual handcuffs to golden handcuffs is ahead... #financialtimes #mlaglobal #goldenhandcuffs #noncompete #ftc #wallstreet For a light read:

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Increase Your Business Value: How to Reduce Risk and Boost Multiple ⬇️ Subscribe to our YouTube channel for more Private Equity Podcast shorts - https://lnkd.in/eEs2iSTW #theprivateequitypodcast #rawselection #privateequitypodcast

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I wanted to share some insights from our recent focus strategy session on thriving sectors in the US job market. While some of this may seem obvious I am hoping it may provide some direction for are contract recruiters currently seeking opportunities. Here are the top 5 areas still actively recruiting: Technology: Remote work, cybersecurity, and digital transformation are driving demand. Recruiters can excel by highlighting expertise in cloud computing, AI, or cybersecurity. Healthcare: Resilient due to ongoing reforms and digital health adoption. Opportunities abound for recruiters with backgrounds in healthcare administration, telemedicine, or medical IT. E-commerce and Logistics: The e-commerce surge fuels demand for supply chain and logistics professionals. Recruiters skilled in supply chain management or last-mile delivery solutions are sought after. Renewable Energy: Sustainability efforts propel growth. Recruiters with experience in project management or engineering can capitalize by emphasizing knowledge of solar, wind, or hydroelectric technologies. Remote Work and Freelancing: Remote-friendly companies seek talent. Recruiters can tap into this trend by leveraging online platforms and showcasing expertise in remote team management. Aligning with these sectors can unlock exciting opportunities in today's job market. You can rest assured Tandem On Tap we will be doing the same. #Recruitment #JobOpportunities #RemoteWork #Technology #Healthcare #Logistics #RenewableEnergy #TandemOnTap #WorkingInTandem

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The first ever CRO search I led was a total wreck... We were hired to run a CRO search for a founder-led business recently acquired by our PE client. The founder was a particularly abrasive individual who only valued talent coming from their direct industry. The PE firm had a fundamental different hiring belief than this founder. Anyway, my naïve self thought I could thread the needle and find them great candidates that both the founder & PE firm could agree on.... Wrong. They didn't agree...and it wasn't just on our CRO candidates. Candidates interviewing could sense it too. Many A-players withdrew from process due to the perceived misalignment. It was my fault for not pressing pause at search kick-off to get them more aligned before going to market. Anyway, 6 months in, the result was a CEO change rather than a CRO hire. Once the new CEO was hired, we ran a second CRO search process that went well and resulted in a good outcome. Lesson learned that it always pays to make sure there's crystal clear alignment across a hiring team before conducting a search. #executivesearch #privateequity

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Remote Vs Hybrid work models 👀... Initially, the pandemic prompted a widespread shift to remote work, but as market conditions evolved in 2023, teams began transitioning back to traditional office setups. 🔄 In episode 22, we sit down with Lisa Walder from FIFTEEN WEST to explore Talent Acquisition Trends in the US Rec-to-Rec Market. 🌟 Lisa sheds light on the significant pivot the recruitment industry has undergone, particularly regarding remote and hybrid work models. "As the market got tougher, everyone literally did a U-turn... back to the office." In this episode Maria interviews Lisa as she shares insights into how these changes have impacted talent acquisition strategies, including tips on attracting and hiring US recruitment consultants, such as crafting competitive compensation packages.💼 Despite the shifts, Lisa emphasises the industry's adaptability, highlighting the ongoing preference for in-person interactions while acknowledging the continued acceptance of remote or hybrid models when effective 🌐 Tune in to episode 22 for valuable perspectives on navigating the dynamic landscape of talent acquisition in the US Rec-to-Rec Market. Listen here 🎙️ https://lnkd.in/eriSRTVa

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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After significant cuts to workforce and expenditure to optimize productivity last year we have seen that 2024 has been a year of stabilization. Investment in growth remains patchy however, there are signs that the US consulting market is preparing to gear up for growth in H2. Many large firms still have hiring freezes in place but speaking to various consulting leaders these are set to expire as we move into the summer. Private equity money is steadily flowing into the market with YoY growth from last year (even though from a low baseline) which will drive pockets of activity before moving downstream to larger systems & process transformation. Protean Recruitment believes that we are coming to a turning point in the market, although it is unlikely to be a complete opening of the doors there will be a steady uptick in opportunities as firms look to establish a base for growth in 2025. #consultingjobs #consulting #growth

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Some really great content here from Antoine Boatwright. Sharing for my CxO network. Take a look at the articles below: #CIO #CTO #Technology #Transformation #PrivateEquity #Leadership

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