We spoke with Austin Brislen, who has recently been promoted to Associate Director, about his new role within Sellick Partnership and how his exciting career journey has developed so far. Back to the start Following his graduation in 2010, Austin decided to start looking for work straight after completing his degree. After spotting a job advert for a graduate scheme to become a headhunter, Austin fell into the fast-paced world of recruitment – a path that would take him all the way to becoming Associate Director at Sellick Partnership. Commenting on the early stages of his career journey, Austin said: “For me, it really was an organic process. When you find something that you really enjoy work-wise, before you know it, you’ve been doing it for a long time. Being a recruiter came quite naturally to me – I love that it’s one of those roles where you can drive really tangible results from the effort and passion you put in. “I realised quite early that I had a lot of the traits that are well suited to a successful career in recruitment. I was really resilient, naturally hard-working and driven, and had that appetite to push myself. I think by being naturally inquisitive and having a desire to want to understand things, I learned to take my recruitment skills to the next level and began gathering the necessary information to strive for success.” The move into Actuarial Over the years in the recruitment industry, Austin’s biggest area of expertise has been Actuarial – a sector that involves plenty of highly technical work and complex problem-solving. Actuaries are professionals that measure the amount of risk and uncertainty within a business to assess the next steps for moving forward with their strategies. For Austin, this involves working with General Insurers, Life Insurers, and Consultancies all across the UK to hire Actuaries on a permanent and temporary basis. In sharing what he loves about recruiting in the Actuarial space, Austin said: “The market for recruiting actuaries has been really interesting. It’s incredibly fast-paced and competitive which means there’s never a dull moment. For me, it’s one of the most exciting sectors in the economy. “I think many candidates feel the same. I’ve placed several candidates in my career who have gone on to become integral parts of the companies they were placed in. I really love watching candidates grow in their careers and helping my clients to secure candidates who are as passionate about this space and will drive really strong results for their businesses.” Exciting times ahead With several successful years behind him, Austin continues to look forward to his future in Actuarial recruitment and reflects on the unique draws of his career path. “It’s the human aspect of recruitment for me. I’ve built so many great relationships with candidates and clients – it’s amazing to revisit them later down the line and see where they are at with their careers and lives. I have also built great relationships internally here at Sellick Partnership with people from across the business. As I’ve progressed, I’ve had the opportunity to work more closely with different teams internally which has been fantastic. "Whether I’m running training sessions with our permanent consultants or working with Finance and Marketing departments at one of our regional offices, it’s great to work collaboratively with different areas of the business.” Since joining Sellick Partnership, Austin has worked hard to build a highly successful Actuarial recruitment team, but it didn’t happen overnight – here, Austin reflects on the unique challenges of expanding this area of the business and how he managed to build such a fantastic team that he now leads as Associate Director: “Building a team has been one of the biggest challenges of my career. Winning clients and building relationships with big companies is something that I’m now well versed at, but the real challenge is taking on those who may have never done that type of relationship-building before and really nurturing those skills. Anyone can be successful in recruitment – it just takes passion, inquisitiveness, and drive to get there. “I love seeing team members come in with lots of enthusiasm who are keen to develop their skills. I really enjoy sharing my knowledge and experience to help others succeed on their own career paths.” New beginnings Here, Austin outlines what this new and exciting step will mean for his career journey: “This role will give me the opportunity to further develop my skills whilst leading and upskilling the great team that I have. The wonderful thing about growth is that, the more we grow, the more we can offer services to new clients we haven’t worked with before – that’s the really exciting part. "I’ll always want to be as hands-on with securing the right candidates for my clients. Taking on those new clients is where I really get to learn more about the industry and add it to my bank of knowledge. However, I am excited for the continued opportunity to grow my team and nurture skills in others.” Sharing on why he will always want to recruit for his clients, Austin said: “The most exciting part of dealing with a new client is getting to know them on a human level, and that’s something I love. As a team, we really enjoy building those relationships, all the while remaining professional and providing a great service. Some of the best client relationships we have are the ones where we can talk about the business and get the job done, but also enjoy a good laugh here and there. I believe that the human aspect of recruitment is so important.” Finding inspiration During his career journey, Austin cites plenty of supportive mentors that have inspired him to get to where he is today. In addition to his professional relationships, Austin credits his parents for giving him the drive and work ethic that he has now: “My mum and dad have always been great at instilling the importance of working hard to get to where you want to be. I’ve always worked little jobs here and there – for example, on a Saturday morning growing up I would go to the garage and get £2 for brushing the floor. I learned at a young age that hard work produces good outcomes.” Austin said he has also been inspired by his colleagues and peers, particularly Managing Director Jo Sellick who has inspired his management style and approach with his Actuarial team: “The biggest thing I learned from Jo is the ability to trust people, delegate responsibilities, and allow them to make their own decisions. Jo is incredibly good at trusting people to do their job. Giving people the freedom to work and be creative usually drives the best results – it’s something I’m continuously trying to instil in my team.” A piece of advice Finally, when asked what advice he might share with an aspiring recruiter (or anyone who is unsure what career path to take), Austin said: “Pick a career that genuinely gets you excited – you need to be passionate about what you are doing in order to be happy. Having said that, it’s important to be realistic and level-headed where possible; every career will have its ups and downs, with periods where you feel like you're flying and others where you are in a trough. "When you are in that trough, seek out advice from the best people around you. Become an ‘information sponge’ and soak up as much knowledge as you can. Ask questions and be proactive. By asking for and accepting help, you will always continue to learn and become better.” Find out more about what it's like to work at Sellick Partnership in the Work for Us section of our website. Or browse our internal vacancies now to start your career in recruitment.
Public sector legal recruitment has changed considerably in the last few years, as evolving market conditions and professional norms have led to a major shift in what candidates are looking for in a role. As such, employers in the public sector are keen to gain insights into what is most important to candidates, in order to better tailor their employment offering. To explore these trends, Sellick Partnership has carried out a survey of 172 solicitors, lawyers and legal executives working in the public sector, in order to find out exactly what today’s legal professionals are looking for when weighing up their career options. Take a look at the analysis and download the results here. Here are some of our key findings: Nearly half of those polled - 45% - feel unable to progress their career in their current position. 47% said they would be unlikely or very unlikely to move jobs for a role at the same level. Only 5% would want to look for a role that involves working in the office five days a week, with 20% seeking to work remotely full time. When asked about perks and benefits that would appeal when looking for a new role, 76% chose enhanced flexi-time that would allow them to control their own working hours, making this the single most popular option. When asked about factors that put them off applying for a role, 76% cited salary banding not being included in the job ad. What motivates public sector legal candidates? The findings from our survey demonstrate a number of key insights, highlighting the factors that are motivating today’s public sector legal professionals to change careers. It also serves as an indicator of what employers need to focus on when creating a compelling offer for top talent. Here are some of the results: Flexible and remote working are top priorities for candidates Better career progression options can persuade staff to change roles Employers need to offer more perks and benefits beyond salary… …but candidates still want clarity and transparency on what they will be paid Effective targeting of job adverts is essential A good working environment can make the difference A salary guide has been provided in this report A salary banding table has been provided to accompany this report which is intended only as a representation of the market, according to the research and data acquired from our network. Any information presented in this document is made in the opinion of Sellick Partnership. The full report is available to download here. Contact and further information If you wish to utilise any part of this data for editorial purposes, please credit Sellick Partnership at www.sellickpartnership.co.uk. To find out more about our insights into how public sector legal employers can improve their offering for candidates, please visit our legal recruitment hub, or contact us by calling 0161 834 1642.
There are few industries where it is more important to stay on top of current trends than the ICT & Digital sectors. If you are looking for a new ICT or Digital Technology job, staying up-to-date on the latest developments in your industry will often be seen as an essential requirement by any prospective employer. In this regard, making sure you are following the right news sources and influencers on Twitter and other social platforms can make a significant difference. The business IT community frequently makes use of social channels to share their news, analysis, industry insights and best practice commentary, and by tapping into these conversations, you will be able to gain vital awareness of the most important issues shaping the industry now and in the near future. As an expert in ICT & Digital Technology recruitment, Sellick Partnership’s Sales Manager Adam Burgess has compiled a list of the essential Twitter accounts, social channels and podcasts that we believe every professional in this field should be following. If you believe there are any accounts we have missed, get in touch and let us know! @ITPro - IT Pro is one of the UK’s top enterprise IT websites, posting regular news updates, insights and analysis from some of the industry’s top experts. They can be a great outlet for professionals who want to stay in the know. @ComputerWeekly - ComputerWeekly is another leading digital publication dedicated to sharing the latest headlines, thought leadership content and best practice from the IT profession. This is an invaluable source for updates from across the UK and around the world. @Computerworld - Computerworld UK from IDG offers the latest technology features, analysis and expert advice for IT professionals, including insightful roundtable discussions featuring top industry figures. @Computing_News - Computing is aimed specifically at UK technology decision-makers, combining market news and opinions on the latest key developments. Following a variety of news sources will ensure you are always kept informed. @sdtimes - SD Times provides news and analysis for software developers and development managers, giving you access to expert insights on the latest tools and methodologies being used by the sector. @cloud_comp_news - CloudTech is a digital publication focused on cloud computing news and trends, including headline developments and revealing research. By following, you can learn more about how best to take advantage of the power of the cloud. @thecybersechub - The Cyber Security Hub is one of the best sources of news on all things pertaining to information security. Follow them for updates on recent hacks, potential security threats and the newest protection methods. @TheHackersNews - The Hacker News is another trusted portal for news on hacking, cyber attacks, computer security and the measures businesses can take to stay safe. Follow them for insight into the latest trends and how they are shaping the world of IT. @UK_CIF - The UK’s Cloud Industry Forum (CIF) is an organisation dedicated to promoting transparency and security in cloud computing. They regularly share exclusive industry research, insights and opportunities for those in the sector to connect and share their knowledge. @GoogleCloud_UKI - As one of the world’s leading tech firms, it always pays to know what Google is up to. Following the official Google Cloud Twitter account will help you stay abreast of their latest updates and developments, as well as insights into how best to utilise Google’s cloud tools. @satyanadella - There are few more important figures in modern tech than Microsoft CEO Satya Nadella. His Twitter profile is a treasure trove of industry insight, important updates and vital conversations that are worth listening to. @NCSC - The UK’s National Cyber Security Centre is a government organisation providing advice and support on how to avoid computer security threats. Follow them to get the latest official guidance straight from the source. @cyber - For a more global perspective, follow the US Cybersecurity and Infrastructure Security Agency’s official news account. You can hear the latest news, updates and insights from one of the world’s biggest and most powerful national cybersecurity agencies. @kaspersky - As one of the top vendors of cybersecurity solutions for businesses and consumers, Kaspersky’s insights on this topic are invaluable. Follow them for regular analysis, alerts and warnings from one of the industry’s most trusted names. @briankrebs - Brian Krebs is an influential investigative journalist examining matters relating to digital security, privacy and cybercrime. Follow him for breaking news and incisive journalism exposing hacks and security flaws that may affect businesses at large. @SellickGroup - Finally, no list is complete without including our own Twitter profile. By following Sellick Partnership, you will be able to hear about the latest ICT & Digital Technology news, events and job listings. There are more #IT #job opportunities than ever before, meaning now could be the perfect time to seek a new role. Here, one of our experienced recruiters explains more https://t.co/zpU4tYRj4O #hiring #technologyjobs #techjobs #jobsearch pic.twitter.com/DIkWw8bSdu — Sellick Partnership (@SellickGroup) March 28, 2022 In addition to these Twitter accounts, IT professionals can also learn much by connecting with these profiles on LinkedIn: Cathy Hackl - One of the world’s experts in the metaverse, Cathy Hackl is the CEO and chief metaverse officer of the Futures Intelligence Group. Follow her for insights and opinions on the evolution and future direction of metaverse technology and market trends. Michael Krigsman - Michael Krigsman is a leading industry analyst and publisher of the media outlet CXOTalk. He has extensive experience of providing strategic advice to enterprise technology companies, and is well worth listening to when it comes to current industry developments. Lisa Seacat DeLuca - Known as one of the most prolific female tech innovators and inventors, Lisa Seacat DeLuca is a former IBM distinguished engineer and director of product management, and discusses topics such as cloud, mobile, IoT, social, security, cognitive and commerce tech with her online audience. Susan Etlinger - Susan Etlinger is a globally recognised expert in digital strategy, serving as a director for AI and innovation at Microsoft. As such, she is seen as a trusted source on topics such as artificial intelligence, technology ethics, data and the future of work. Tim O’Reilly - One of the sector’s most respected thought leaders, Tim O’Reilly is the founder of O'Reilly Media and is known for popularising the terms open source and Web 2.0. There are few more authoritative sources when it comes to the latest developments from Silicon Valley. Bill Gates - A name that needs no introduction, the co-founder of Microsoft may be more focused on philanthropic and social ventures these days, but remains a commanding voice when it comes to the future of ICT and its impact on the way we live. Finally, we have compiled a list of some of the most insightful and informative podcasts discussing ICT and digital technology trends: Technovation - Hosted by Metis Strategy president Peter High, this informative twice-weekly podcast series featuring conversations with top IT executives and thought leaders, discussing technology trends that are transforming the world of business. This Week in Tech - An all-tech podcast network that features a huge range of different shows, presenting expert analysis, breaking news, tech reviews, how-tos and discussion of regulatory developments. Hanselminutes - This long-running tech podcast from Microsoft-affiliated developer and speaker Scott Hanselman speaks to a diverse range of figures from across the tech industry, discussing technology, culture, the web and the future of the open web. Recode Decode - Hosted by acclaimed US journalist Kara Swisher, Recode Decode features interviews about technology trends with tech executives, politicians, celebrities and more, with past guests including Mark Zuckerberg, Elon Musk and Hillary Clinton. Packet Pushers - For the more technically minded listeners, the Packet Pushers podcast network features in-depth but entertaining discussions on networking and infrastructure engineering by IT architects, offering a great way to update your knowledge. Making Tech Better - From Made Tech’s lead engineer Clare Sudbery and senior engineer Kyle Chapman, Making Tech Better hosts conversations with global experts on how to improve software delivery, enhance efficiency and create better working environments for all. WB-40 - The WB-40 podcast is hosted by UK industry experts Matt Ballantine and Chris Weston, and features regular discussions of how technology is changing the world of work. To learn more about how best to utilise social media to support your job search, take a look at our guide to establishing your online profile. You can also get in touch with a member of our specialist ICT & Digital Technology recruitment team to find out more about how we can assist you.
Typically, the finance and accountancy divisions of many organisations are finding it difficult to recruit staff in a candidate-short market. Only by highlighting the potential job prospects available and structured career development plans, coupled with more flexibility and improved financial packages, will they be able to secure the best available talent. Like many other UK specialisms, the finance and accountancy sector has seen continued growth in 2022 after overcoming many of the challenges created by the pandemic. As such, businesses are breaking from the cautious approach that they displayed over the last couple of years to take advantage of the significant opportunities in the marketplace. However, one of the main obstacles in ensuring future growth is the shortage in skilled candidates which has made it difficult for the finance and accountancy field to take on the required needs. Without taking steps to address this problem, these companies may struggle to achieve their ambitions. Here, we will look at the potential reasons why so many organisations are experiencing talent shortages at the moment, and explore some of the most important steps they can take to put themselves at the front of the queue for the best available candidates. The challenges facing the current hiring market Even though there have been signs of slow improvement since the start of 2022, the candidate shortage remains as challenging as it has been at any point in the last 20 years. As a result, businesses are more reliant on specialist recruitment support from firms such as Sellick Partnership than ever before. This is due to our extensive coverage over the last two decades, with an abundance of market knowledge and candidate/client relationships. Despite the recognised need for assistance, it’s still helpful to understand why these challenges have emerged over the last few years: Many individuals who are established in finance and accountancy roles are reluctant to leave their current positions, due to the uncertain conditions that have affected the economy in the last few years, coupled with the instability moving forward. As many businesses are thriving, employees are happier to remain in their current roles and reap the benefits with regards to internal promotional opportunities as well as receiving their bonuses, rather than moving elsewhere. Those that have established their position within a company may subsequently experience more flexibility. Therefore, they can become reluctant to move to another company where they may need to return to the office and feel they have to exceed expectations to gain the type of flexibility they previously had. As a result of all of these trends, it is crucial for businesses that are looking to hire to ensure they are creating an employment offering that provides individuals with a strong incentive to choose their business, rather than simply relying on the assumption that the talent will come to them because of their growth plans, brand or culture. The growing importance of salaries Naturally, one of the most important factors to consider for new recruits is salary and remuneration. This has always been an important factor for employers, but the challenges of the current market are making this particular issue more central for candidates than ever before. One of the key factors in this trend is the rising rate of inflation and the growing cost of living crisis, with the Bank of England recently increasing interest rates for the third time since December and the price of everyday essentials, from food and petrol to mortgage repayments, all escalating as a result of macroeconomic factors such as Brexit and the Russia-Ukraine war. These issues are impacting an entire population, regardless of salary levels - and candidates are pricing these factors into their decision-making when looking for a new role. As such, employers are acknowledging that they may have to pay the market rate and therefore put more consideration into the financial package being offered. In response to this: Businesses are now aware that they have to put pay details front and centre when it comes to the recruitment process. They have become more accepting that salary will be one of the main discussion points during the interview stage. Many companies are making the deliberate choice to overpay for candidates relative to their level, providing salaries that are significantly above the market rate, knowing that this may be necessary to secure the best available candidates when there are fewer alternatives. Acting fast has become a priority when choosing a candidate and offering a role. Remote interviews are providing speed, that on top of the pre-screening and background-checking of candidates by recruitment firms, ensures they are able to get their offer in front of the chosen applicant as quickly as possible. We have found that companies are working with recruitment businesses – like Sellick Partnership - to devise a salary structure and budget that can allow them to compete for the best available talent, without creating discord or internal issues among existing employees. The simple truth is that in the current economic climate, it’s only to be expected that financial packages will be a key consideration for skilled finance professionals, and candidates are displaying transparency around this. If two offers are otherwise equal, applicants are likely to choose the role that provides a higher salary — and employers need to adjust to the reality of this supply-and-demand model. Creating a flexible and rounded employment offering Although important, pay is not the only way for finance and accountancy departments to create an employment offering that meets the needs and expectations of clients. With more and more companies and workers now understanding the importance of a good work-life balance and a focus on mental health, businesses throughout the finance sector are adjusting to work smarter, offering greater flexibility than ever before on home working — even in sales roles, when it was once presumed that being based in the office was an essential prerequisite. Career development has also come to the forefront to a greater extent than ever before. Although this was always a key part of any recruitment offer, it has become even more crucial, as the best and most ambitious professionals are unlikely to want to change jobs unless they can step into a role that offers them plenty of scope to receive training and mentorship, broaden their skills, climb the ladder and feel valued and rewarded for their work. Are you worried about getting caught out by tough questions during your interview? Check out our list of common interview questions, with guidance on formulating the perfect answers here: https://t.co/5ujIuQjPCE pic.twitter.com/nTvy9pyg6A — Sellick Partnership (@SellickGroup) March 8, 2022 Conclusion Despite the financial package being imperative to candidates, they are also looking for flexible, forward-thinking roles that offer development opportunities that align with their personal goals. Some of the changes that have been highlighted may be more difficult for financial businesses and accountancy firms to take on than others. Companies may require the support and assistance of a specialist recruiter to help them overhaul and modernise their recruitment offering. However, only recognising the scale of the challenge will they be able to overcome it. As 2022 progresses, it is clear that there remains substantial scope for growth for the finance and accountancy sector. By modernising their recruitment infrastructure to meet the needs of candidates, they can give themselves the best chance of getting the people they need on board to maximise their potential. For more advice on how finance and accountancy firms can recruit and thrive even in the face of candidate shortages, get in touch with Sellick Partnership. Visit our Finance & Accountancy sector recruitment page to find out more about our process and services, or explore our online resources to get further insights into the current state of the sector.
Whether employers are allowing staff to finish early, work from home for a few days a week or take on a completely remote role within the company; the Actuarial sector has changed over the COVID-19 pandemic and it’s only going to benefit the industry when it comes to hiring exceptional talent. Here at Sellick Partnership, we work with a number of clients and recruit at all levels across the Actuarial sector. As well as working with businesses of varying sizes, there is also a diverse range of flexibility on offer from our clients. For some, they want set rules in place for employees to follow when it comes to being in the office. Others would prefer to hire candidates that can work remotely, with no expectation to meet in person – or at least not on a regular basis. Then there are companies without a plan in place, that are willing to listen to potential employees and, specifically, how they want to work, taking note of what factors are important to them. These ever-adapting approaches are equally as wide-ranging for Actuarial candidates. Some people have a preference to work remotely for a number of reasons. Others would rather be around their colleagues every day, favouring the traditional office setting and many candidates like to have the flexibility to choose how their weeks are structured Here we will delve into the advantages surrounding remote and office-based working, together with highlighting the benefits of having an element of flexibility and what that could mean for the recruitment process as a whole. “It’s proving very difficult for some companies to recruit, largely based on their flexibility to work from home. Those companies that can be fully remote are often preferred in the market. “It’s not always the case that candidates want to work fully remotely but they like the option – they like the fact that they can choose when and why they go in to the office and that there’s not a set amount of time they have to be there.” First of all, it’s worth noting that some of our Actuarial clients don’t have set long-term plans just yet. Several are conducting consultations, which are taking place over the next few months, to propose arrangements that meet everyone’s needs accordingly. This is a great position to be in (as a candidate or a client) as it opens up the point of discussion internally, which will subsequently result in better businesses. A company’s openness around flexibility suggests a lot about the wider culture and whether they will be responsive and fair overall. Ultimately, clients are struggling to attract candidates if they are expecting people to be back in the office full-time or if they are implementing a blanket policy across the business - for example, all staff must work in the office Monday, Thursday and Friday every week. Having a flexible outlook means that firms are becoming more attractive to new candidates as well as building a loyal bond with current employees who may be less inclined to look elsewhere. This approach, and the wider conversation around work-life balance, is a trend we can expect to see continuing as the vast majority of candidates now want to know what the company’s policy is at the very start of a recruitment process. Pros of being office-based: Seeing colleagues face-to-face can be invaluable. From a junior perspective, pursuing a role in Actuarial and undertaking the IFoA exams can be a big shift from university so it can be helpful to spend time with colleagues More scope for one-to-one training – staff can learn on the job from their peers, get help tackling problems and talk to senior employees about issues they may be facing. Building relationships – you can begin to establish a rapport with people which could be valuable when it comes to career progression. Chance to improve interpersonal skills – most Actuarial roles require technical mathematical skills; some people within the sector may need assistance developing softer skills, such as communicating with a range of audiences. Being office-based can boost those face-to-face relations which can, in turn, help people when it comes to getting a new job or being promoted. Company culture can often be interpreted easier in-person – it takes less effort to get to grips with how a company operates, encourages its staff and celebrates their achievements when it’s taking place right in front of you. Pros of being flexible: Clients open themselves up to a huge candidate pool as they can recruit from a much larger geographical area – some of our clients who are offering fully remote roles are able to access a wider candidate base than if they were only able to look within a reasonable commuting distance to their office. Similarly, companies looking for employees to come in only once or twice a week are seeing more applications from further afield as candidates are willing to cover longer distances when they know it won’t be expected every day. Time and money saved not travelling to work – many people have become used to the extra time and money they’ve had over the last couple of years from not having to commute 5 days a week Using time differently – whether candidates have hobbies, children or other commitments outside of work, they might prefer to use their time to do other things. Some people prefer working from home instead of being in corporate environments - Actuarial jobs can be very fast-paced and stressful so for a lot of candidates, that slightly more relaxed environment makes it more manageable. Only work your allotted hours – for example, you can start at 9am and finish at 5pm without the need to commute home when you’re likely to still be in ‘work-mode’. The overall message is that every client and candidate is different – their needs, their expectations and their circumstances. This is why there are benefits to being office-based, working remotely, and having some choice between the two. This level of flexibility is something that was long-needed within the Actuarial sector and is giving candidates a degree of confidence when it comes to their future options. Moving jobs, particularly for an Actuary, is a big decision so they want to make sure that a company is going to be a good fit for them and offer the flexibility they need over the next three, five and 10 years of their career when they might think about going part-time, having children or taking a sabbatical. As an actuary, you will have the choice of taking your career in different directions over time. Here, we look at the different possible career paths and explore the different options available to help find the right career for you. https://t.co/jDWv8JNWAn pic.twitter.com/NCTaS4BUEE — Sellick Partnership (@SellickGroup) February 23, 2022 A survey, which was carried out by recruiters Morgan McKinley, found that 71 percent of UK professionals would consider leaving an organisation if they didn’t provide their preferred flexible working options. In relation to that, 90 percent of employers have changed their policies on flexible working, compared to before the pandemic. Ultimately, this is an ongoing conversation that many of our clients are having with their current employees as well as candidates that are interviewing with them, using all of the information they gather to form a longer-term judgement on what they might offer. Here at Sellick Partnership, we are working on filling a number of positions with a multitude of flexible employers, meaning that we should, in theory, have something for everyone. Visit our Actuarial recruitment page here or take a look at our candidate and client resources for any assistance you may need.