Our experienced Wealth & Investment Management recruitment team has a deep and unrivalled knowledge of the wealth & investment landscape. We are on hand to assist both candidates and clients source jobs and talent across the following areas:
We are highly experienced in working for a range of businesses from international and national asset managers to specialist boutique hedge funds and firms across the UK with a specific focus on the North West market, and are experts in sourcing highly skilled Back Office and Front Office talent.
Offering a complete recruitment service on a permanent, contract and interim basis, our Wealth & Investment Management recruitment team tailor their service to your organisation to ensure you have the talent you need. Experts in the market, we can also advise and assist you with current market trends, industry insights and advise on what to do to attract and retain the very best wealth & investment talent.
Our approach to sourcing candidates means that we are able to offer a full recruitment service, from attracting and shortlisting candidates straight through to managing the interview process and offer, giving you peace of mind that your recruitment is in safe hands.
We also offer our candidates a wealth of advice to ensure they are best prepared for the interview process and are armed with all the relevant skills and experience our clients expect. From CV writing tips and advice to working with you on improving your personal brand and online profile, we work in genuine partnership with you to ensure you secure the role most suited to you.
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Meet the Team
Alice Cresswell-Hogg, Wealth & Investment Management recruitment specialist at Sellick Partnership recently sat down with Fund Managers Gary Moglione and Richard Parfect of Seneca Investment Managers to find out why they think alternative investments will support the sector’s future growth. In recent years the investment management sector has been looking for ways to diversify in order to protect themselves and their clients against a downturn in interest rates, equity markets or fixed income markets, and alternative investments have started to take centre stage. Investment funds that include GP surgeries, Emirates A380 luxury aircraft and music royalties are now becoming the norm across the investment landscape and are giving the sector a huge boost. Seneca Investment Managers have been investing in the alternative space for over a decade and believe it is growing due to their investors’ search for investment vehicles that are less volatile and will provide a greater overall yield. The growth in investment funds such as this is giving fund managers a much greater opportunity to find unique and interesting investments that are more relatable and that investors can associate with. One such fund that Seneca has recently got involved in is the Hipgnosis Songs Fund – a fund that buys the rights to music and offers investors a chance to profit from the royalties paid when radio stations, films, adverts or streaming sites use the songs. You might think that this is a very unusual choice considering the music industry has been in decline for years due to the effects of piracy. However, the rapid rise of streaming has resulted in a turning point and global revenues for the music industry have been rising in recent years. As a result, Gary, Richard and the Seneca team spotted a huge opportunity in this area. As a music fan I found this incredibly interesting, and I can see why investment funds like this could be having a positive impact on the sector overall. With more investment opportunities comes a greater need for experienced managers, which can only be a good thing for the future of the investment sector across the UK. What is even more fascinating is the fact that not anyone can access these new, innovative investments. A retail investor – or a non-professional investor – for certain specialist types of investments, for regulatory purposes, must go through an investment house such as Seneca to access investments like this, again giving the sector more opportunities for growth. It is also exciting to think about what other investment opportunities may arise as fund managers continue to explore this space. Seneca has tested numerous investment opportunities and are always happy to move forward with an opportunity if it is financially viable and the risk/reward ratio is in their client’s favour. This is allowing professionals within the sector to think outside the box and is also opening up opportunities to specialists that may not have seen any opportunities for working as a fund manager previously. For example, when looking for managers to head up funds, Seneca search for credible experts within that field. That is why the Hipgnosis Songs Fund has worked so well. It is headed up by a panel of industry experts, making the investment a safer and more credible vehicle to manage. If investment managers continue to diversify in this way I feel we could see opportunities rise in numerous sectors, giving experts in those sectors a new and highly rewarding career opportunity. Looking further into the future I am excited by what alternative investments such as the Hipgnosis Songs Fund could do for talent and recruitment within investment management. Not only could we see the sector grow exponentially, but the need for highly skilled fund managers in cities such as Manchester and Liverpool could rocket giving investment houses across the North West a real opportunity to put themselves on the map, and attract talent from huge investment hubs such as London and Edinburgh. What next? If you are interested about hearing more about Seneca’s investment portfolio, feel free to contact them directly. Or, if you are interested in a career within investment management, get in touch with myself for a confidential chat by calling 0151 224 1480.
Generational issues and perceptions within the Wealth & Investment Management sector often mean that the move from Back Office into Front Office roles can seem unattainable for candidates. For a long time this move was seen to be almost impossible, however more recently some candidates have been able to make the move seem like a much more viable option for skilled candidates in this sector. That is not to say the move is easy – it is far from it. But anyone who truly has what it takes – the intellect, drive and perseverance – to thrive in a Front Office role should not dismiss their chances of securing their dream job. But what does it actually take to make the move into Front Office? I recently had the pleasure of speaking to James Charlton, who is the past President of the CISI Liverpool, Chester & North Wales branch who has successfully made the move and helped me get to the bottom of how it can be done. Candidates that thrive in Back Office will not necessarily make it in the Front Office. Generally, Back Office candidates are incredibly process driven and do the job very well, however to be successful in Front Office they need to have something extra. To be considered for a move to Front Office, candidates need to be able to show they are aware and understand what it means to be client facing, and go above and beyond to show that they have the relevant skills and know-how to deal with challenging situations. This is not to say that Back Office roles are not challenging. But I find that candidates that are likely to succeed in Front Office have something extra, a spark that makes them really stand out. For me, that is a candidate that has a full understanding of how the investment management life cycle works. Someone who is aware of the business outside of just their role, and also someone who is genuinely interested in the sector and shows it by keeping abreast of what is going on. It is also incredibly important for candidates to be ambitious, know where they want to end up and to be extremely committed throughout. The interview process alone will be challenging, and that, alongside studying can often impact life outside of work. Roles in the Front Office generally require a much greater commitment than Back Office roles. The role often requires candidates to work unsociable hours due to market openings and closings and travel to client sites, so candidates really need to be absolutely sure it is the route for them before applying. Finally, and possibly most importantly, candidates need to have a very open-mind. The Wealth & Investment Management sector is vast, and there are countless opportunities across many organisations to choose from. We regularly discuss options with candidates that they have never considered, so it is important to remain adaptable and open throughout the process. Our advice here would be for candidates to go into the process with a clear plan of what they want to achieve, and adapt that plan to suit the organisation or role that is best suited to them. Whatever the situation, the move into a Front Office role is not going to be easy, so candidates need to really want it if they are going to stand a chance of making it. Candidates need to be absolutely sure a Front Office role is what they really want, and commit to getting it in any way they can. It is this commitment, ambition and determination that sets Front Office candidates apart and ultimately helps them secure a role they will thrive in and love. If you are looking to make the move from Back Office to Front Office, or are looking for a role within Wealth & Investment Management please do not hesitate to give me a call on 0151 224 1480.
What can we do to attract more diverse talent into the Wealth & Investment Management sector? In this blog to celebrate LGBT Pride month, Consultant Alice Cresswell-Hogg explores. The Wealth & Investment Management sector has been known to fall down when it comes to equality, diversity and inclusion (EDI) due to its traditional nature and ‘white middle class’ roots. As a result it often fails to attract and retain the diverse candidates I believe it needs to secure its future growth. As our talent pool shrinks, the need to recruit from a wider talent pool grows, which is something investment houses need to realise before it is too late. This might not be an immediate concern for many organisations that have a solid and long-standing workforce, but the need to recruit is inevitable, and if our talent pool continues to decline recruiting the right talent is only going to become more difficult. In these instances, if steps are not taken by these organisations now, they are likely to lose out on the best talent and be left with large gaps in their teams. That being said, there are some positives, and despite the Wealth & Investment Management sector lagging behind when it comes to diversity and inclusion, there is some momentum growing which is great to see. There is a real sense of urgency amongst my client base and I am witnessing a widespread commitment to improve diversity within the sector, making the need to make changes now all the more vital. However more still needs to be done and the rest of the sector needs to catch up. But what action needs to be taken? Firstly, organisations within this sector need to audit themselves internally and ensure they have a culture and environment that will attract and retain diverse candidates. Businesses within this sector need to be championing diversity in everything they do, and ensure that they have an inclusive environment that encourages all candidates. Putting boundaries in place to reduce inappropriate office ‘banter’, setting up internal networking groups and offering benefits that promote a healthy work/life balance are just a few ways businesses can do this. Ensuring staff are adequately trained in EDI is also hugely important and a highly effective way of reducing discrimination within any business. Organisations also need to be flexible and adapt with the needs of their workforce. Gone are the days when a one-size-fits all approach would work. Instead, businesses need to listen to what the market wants and adapt in order to remain competitive. If Wealth & Investment Management organisations do not diversify, I believe they run the risk of pigeon-holing themselves to one ‘type’ of candidate and limiting the talent pool they can recruit from longer-term. Businesses in this sector need to understand that the best talent not only wants, but expects to work in an inclusive and diverse workplace, which makes the need to diversify essential rather than optional. If you would like assistance attracting more diverse candidates to your team feel free to contact me by emailing me at firstname.lastname@example.org. Alternatively you can check out our latest jobs here, or contact the Wealth & Investment Management recruitment team to see what opportunities they have available. This blog was originally featured in the Liverpool Business Post.