-
OUR STORY
IDEX Consulting was originally founded as a specialist General Insurance Talent Management consultancy back in 2006, with the mission of developing a professional recruitment business which focuses on adding value to our partners. We have come a long way since those humble beginnings, we now place talented individuals with a broad spectrum of clients across the UK, Europe, Middle East and the US.
We have also evolved, cementing IDEX as a leading Business Growth Consultancy within our core areas. We work with a broad range of clients to advise on the best solutions to achieve their own growth ambitions, drawing on IDEX's expertise across Talent Management, Advisory Services and M&A to achieve these objectives.
And since 2006 our drive to innovate and push boundaries, have the courage to be different so we can always deliver for the businesses and people we work with, has never faltered.
At IDEX, we have consistently developed our offering, adding our Financial Services Sector in 2008 and Legal Sector in 2013, now operating internationally from offices in London, Birmingham, Manchester and Glasgow.
Each of our specialist Consultants & Advisors are true experts in their field, meaning we are positioned to provide you with a detailed analysis of each local market; its trends, changes and challenges. Enabling us to advise our clients and candidates on the opportunities and talent available locally, nationally and internationally.We are different so we do not target our expert Consultants on activity; we focus on results. The key for us is to place the right person in the right job, and by utilising our 4-step methodology to proactively identify the correct solution for a client or candidate, not a quick win outcome.
-
SPECIALIST KNOWLEDGE
Access to expert consultants who have years of experience in their niche, across all geographies. -
RESULTS FOCUSED
We are focused on results, not activity, to get the best outcome for you. -
TRUSTED ADVISOR
Each client and professional is provided with a dedicated consultant who provides a 1:1 service. -
GLOBAL PRESENCE
Our international presence enables us to tap into regional and global networks and provide scalable solutions. -
ADVANCED TECHNOLOGY
Our solutions are underpinned by leading edge technology and software to provide extensive data and intelligence. -
M&A SOLUTIONS
Access to specialist M&A consultantswho can provideexpert advice on the M&A market, valuations and current opportunities. -
MARKET INTELLIGENCE
Our research and data driven thought leadership offers strategic solutions and expert advice. -
DIVERSITY FOCUSED
Consultants follow our inclusive recruitment policy to attract a diverse talent pool, regardless of gender, age, faith, disability, sexual orientation or faith.
-
START YOUR PARTNERSHIP WITH IDEX
Whether you want to find your dream job, or transform your business...
IDEX are here to help you succeed.
Looking to grow your business?
Looking for your dream job?
THE IDEX TIMELINE
-
stuart mckenna vlogs Attracting the best people to your business? This works, 100% of the time.
Topic: Attracting the best people to your business? This works, 100% of the time.Recruiting can be a minefield and traditional recruitment methods are unpredictable at best.In this short video, Stuart McKenna (Business Manager – Scotland) outlines our retained and partnership solution. Its the perfect method for your business to attract and retain the best people in the market whether on an individual hire or ongoing basis.
-
david carr vlogs IDEX Webinar: The effect of the Coronavirus on business from a Risk Management perspective
IDEX Webinar: The effect of the Coronavirus on business from a Risk Management perspectiveThis webinar covers:What can businesses do in order to offset the damage & potential losses suffered from the Covid-19 outbreak?We will discuss risk management strategies, business continuity planning, claims processing & policy coverage. How do we learn from this?Hosted by David Carr - Managing Director at IDEX Consulting.Panel:Chris Charman - Technical Director at Eqate Risk Services.Phil Edwards - Managing Director at Eqate Risk Services.John Ludlow - CEO of AIRMIC.
-
General Insurance IDEX Webinar: How to survive and thrive in a post Covid insurance market
IDEX Webinar: How to survive and thrive in a post Covid insurance marketOur three panelist, Warren Dickson (Non-Exec Chairman @ RBIG Insurance Brokers), Martin Robert Hall (award winning leadership coach) and Nick Tamblyn (IDEX FD & former KPMG Partner & Perkins Slade CEO) for a discussion around how to survive the crisis and thrive once the storm has passed.Hosted by Paul Davey (Business Director, IDEX Consulting), we cover a range of topics including maintaining a positive mind set through challenging times, the effect of the crisis on the consolidation of the market and how to plan in uncertain times.
-
General Insurance IDEX Webinar: Client Development in a crisis
IDEX Webinar: Client Development in a crisisPaul Davey (Business Director) is joined by Mike Latham (CEO, Verlingue UK), Nic Brown (UK Sales & Marketing Director, Markel) and Martin Robert Hall (Award winning leadership coach) to discuss client development within the insurance market._x000D_ We discuss a variety of topics around this, looking at the impact of Covid 19, driving a high performance culture despite this through to long term planning beyond the current situation.IDEX Consulting are a talent management consultancy who provide a range of recruitment, outplacement and advisory services to the insurance, legal and financial services sectors.Stay up to date with IDEX Consulting news & events
-
richard martin vlogs IDEX Top Tips: What is the cost of a poor recruitment process?
IDEX Top Tips Topic: What is the cost of a poor recruitment process?Welcome to our latest weekly series of short videos, offering “Top tips” based on our unique insight into the job market.In this week's top tip's episode we talk about the negative effects of a bad recruitment process. It's not just the cost of time and money, it's about costing you your brand reputation.
-
blog Why partner with IDEX Legal for your talent needs
This year alone IDEX legal have supported over 65 professionals in securing new roles at top law firms across the UK and internationally, and with an ambitious growth plan and unique service model there’s no sign the team is slowing down.We chatted to Luqmaan Ayaz, Senior Legal Consultant on how the IDEX legal team support clients and professionals, current market conditions and the unique benefits people can expect partnering with IDEX.How does IDEX Consulting work with legal firms and in-house teams?Our team supports clients across the UK, Europe and internationally to find and hire top talent who add long-term value to any firm or business. Our strong relationships with leading law firms and in-house legal teams across a range of business areas, including; financial services, insurance, construction and property, means we have unparalleled access to a range of specialist talent in the market. Our recruitment consultants have extensive knowledge of the legal profession, which allows them to offer a tailored approach to suit the individual requirements of our clients and those looking for a new role. We cover positions from newly qualified Solicitors to senior Lawyers and Partners, as well as General Counsel.How do you help legal professionals secure their dream role?We have a skilled team of recruiters who have over 125 years of combined experience. Our consultants work closely with professionals on a confidential basis, to understand potential frustrations, long-term career goals and lifestyle needs. This might include things like; frustrations around progression, concerns about an employer’s culture, hybrid working challenges, feeling underpaid or perhaps an individual would just like some market intelligence or understand what their peers might be doing at other firms. Having understood aspirations, we will devise a plan of action, based on our detailed understanding of the market. We’ll then reach out to desirable employers who will be best placed to provide the right career opportunity and package. We have excellent relationships with Senior Partners, General Counsels, heads of various departments and recruitment advisors to ensure a candidate’s profile is seen by the right person. Once introduced, we will remain in constant communication with that professional throughout the interview process, providing crucial interview prep and acting as a sounding board to help them secure the perfect offer of employment.What’s the benefit of working with IDEX Consulting?We are in your corner! We are 100% dedicated to helping you achieve your goals. 97% of the people we’ve assisted in securing new roles are still in place after five years. We’ve seen and done it all, whether you are a newly qualified legal professional seeking your first role, an associate seeking to progress or a senior professional seeking to break through the partnership barrier, we can help you.What’s the current Legal market like?On the back of the record-breaking hiring boom in 2022 across the Midlands, it’s no secret that recruitment across almost all legal markets took a significant hit in 2023. With a number of firms having overindulged in 2022 on the recruitment front, utilisation rates began slipping in 2023 as financial markets struggled to recover as quickly as everyone expected. Historically, it’s always been the case that demand for lawyers has remained greater than the number of lawyers available in the market, but in the last year or so this has changed dramatically. We are now seeing an increase in the number of lawyers actively seeking new roles, only to find significant competition for opportunities. When looking back at the beginning of the year, in the first two weeks of January alone, IDEX were instructed on over 20 vacancies in Birmingham across a number of disciplines. The vast majority of these positions would suit individuals between 3-8PQE. On the more senior end, the appetite to recruit new Partners continues to remain high, particularly in sectors such as Employment law and Litigation. As we approach the summer months, the Senior Associate market has really started to pick up particularly for those practicing Corporate, Real Estate and Real Estate Litigation law. Any advice you’d give to a professional planning a career move?Given the nature of the work Lawyers undertake, you’d be surprised at the number of Lawyers who do not do their due diligence when working with a recruiter! It is imperative that you work with a professional and a dedicated expert who prides themselves on their consultative nature and has a track record of success in your market. Take the time to really quiz the individual you are entrusting to help you achieve your career goals – it’s not something you can afford to get wrong! I would fully expect my representative to be able to provide thorough insight on the firm and hiring Partner, team structure, chargeable hourly targets, salary banding, bonus structure, promotion triggers and culture and agile working policies, as a bare minimum. If the individual is unable to answer any of the following, I would think twice before consenting to their representation.How can a business or professional learn more or get in touch?Just drop me a line, on 07425 806 576 or email me at luqmaan.ayaz@idexconsulting and I’d be happy to have a confidential chat. We have access to the latest legal market insights and developments which we can discuss further.~~~~~~~~~~~~~~~~~~IDEX Legal are an award winning, innovative, independent recruitment and business growth consultancy for law firms and in-house legal teams. We work with talented individuals at the heart of the legal sector, helping them to realise their career ambitions and secure a role that is right for them.Our strong relationships with leading law firms and in-house legal teams across a range of business areas means we have unparalleled access to a range of specialist talent in the market. We cover positions from newly qualified Solicitors to senior Lawyers and Partners, as well as General Counsel. Our track record speaks for itself, 97% of IDEX placements are still in place after five years and we have a 100% success rate on retained projects.
-
marine 2024 Marine and transportation market outlook
The marine, transportation and aviation market requires specialist talent, that’s why you need expert knowledge and skills to help source the right talent for your business needs. One of our experts is Drew Crawford, Business Director for the Marine, Transportation and Aviation market. Drew has been working across the sector for a number of years advising clients and professionals on hiring strategies, career planning and growth opportunities. We spoke to Drew about the latest market trends, factors affecting hiring, in-demand roles and skills, and what businesses and professionals need to be prepared for in 2024. For advice on the Marine, Transportation and Aviation market, support with your hiring strategy or guidance on finding a new role, contact Drew.What specific trends have you seen in your market?Following COVID, there has been a sheer demand from brokers to attract producers from the market, who are able to bring in additional business / contacts. This has been quite challenging as there are many businesses fighting to attract the same talent.The market in Europe and the US remains competitive and will continue to be buoyant in the year ahead.What factors have affected talent attraction and retention in the past 12 months?There is still a demand from Lloyd’s Brokers looking for back office / technical individuals (technicians). Feedback from the market is that these roles are harder to fill, as the individuals who are typically serving these roles are harder to contact as they are not market facing and / or on LinkedIn.Producers who have contacts and are able to produce or bring in business are hugely in demand.Counter-offers are also at an all-time high when technicians are handing in their notice, due to the sheer difficult nature (and cost) of replacing them.Not all professionals are attracted by high remuneration but in the last 18 months salaries have gone up by 15-20% and it’s clear, that this won’t be sustainable in the long term. 2024 should see professionals move roles for less of an increase in salary, so we should expect less attrition.For Lloyds Brokers in the market looking to attract producers to their business, they are naturally having to think creatively about how to incentivise individuals to join the business. We have seen an increase in long term Incentive plans (LTIPs), and equity deals being offered. Which roles are most likely to be in demand throughout 2024?Technicians will still remain in demand, as will producing brokers. Many companies are looking at succession planning with an ageing workforce (producers). We are finding the more ‘up and coming’ producing brokers are being fast-tracked into a production role, meaning they have limited technical ability. Good training is key and essential to upskilling young professionals. What skills are in-demand for professionals wanting to work in this market?Soft skills will continue to be dependent on the job role.For technicians, having strong attention to detail and the ability to be methodical in thinking and practice will be essential. Brokers are looking for people with huge attention to detail. For producers, businesses are looking for people who are well connected and have the desire to work and travel internationally. They must have the desire to go out and generate referral business and grow accounts organically year on year. It’s not just about being good at managing clients - hunger and passion is key. What do clients and professionals need to be aware of throughout 2024?Companies are having to look at budgets as they can’t pay over the odds for a producer, like they may have done post COVID. Artificial Intelligence (AI) is a huge factor, traditional insurance brokers that broke risk properly and Insurtech firms who are looking to disrupt marketing, digitise everything. Technology and digital platforms are going to be huge in 2024, especially for Insurance MGA and Insurtech firms.About Drew Drew has been working with clients and professionals in the commercial and specialty insurance market for over eleven years and now also heads up IDEX’s Marine, Aviation and Transportation division. He focuses on identifying and placing mid to senior level Marine/Aviation professionals in the London and international insurance market – US through to the Nordics and across to Australia.For advice on the Marine, Transportation and Aviation market, support with your hiring strategy or guidance on finding a new role, contact Drew.
-
alison macmillan 2024 Wealth Management market outlook
We spoke to Alison MacMillan, Head of Wealth Scotland, about the Wealth Management market. Alison shares her thoughts below on current market trends, factors affecting hiring, in-demand roles and skills, and what businesses and professionals need to be prepared for, for the rest of this year. For advice on the Financial Services market, support with your hiring strategy or guidance on finding a new role, contact Alison. What specific trends have you seen in your market?The market continues to be very busy with new roles and many people are still looking for something better with a higher salary. The employers who are successfully filling roles are the ones who are acting quickly and don’t have lengthy recruitment processes. Attractive benefits, such as good holiday allowances, private healthcare and pension contributions, seem to be at the top of the priority list for professionals who are looking for a new role.What factors have affected talent attraction and retention in the past 12 months?With COVID we missed two years of entry level candidates which is still affecting the amount of current talent available. There are less IFA administrators and less people have become paraplanners. Firms who are insisting on more days in the office are also missing out, as the workforce continues to request hybrid or fully remote working.Whilst the market has remained fairly flat, many firms have not been expanding but in some instances the ‘great resignation’ is still a factor since people are looking for higher salaries elsewhere, as the cost-of-living crisis continues.Which roles are in-demand and why?IFA administrators and paraplanners are in high-demand, as there are so many employers looking for these professionals in a restricted talent pool. There is currently a shortage of trainee IFA roles which is going to be a problem in a few years’ time as the average age of an adviser in the UK is 59 and there is not enough financial advisers.What skills are in-demand for professionals wanting to work in this market?IFA experience continues to be extremely important, especially for those people who hold a level 4 diploma in regulated Financial Services.What do clients and professionals need to be prepared for, for the rest of the year?Clients and professionals need to be aware of counter offers, salary inflation, the importance of hybrid and remote working, these will all continue to be factors people prioritise in their working lives.There seems to be green shoots of growth for companies looking to expand further, so the need for new talent will continue to be essential.Consolidation of IFA practices is huge just now but it doesn’t seem to have slowed the job market down. If anything, it has increased movement, as many people seek alternative employment when the company they work for has been bought by someone else.About AlisonAlison has worked in Financial Services recruitment in Scotland since 2002 and is a fellow of the Recruitment and Employment Confederation. Her experience ranges from senior appointments within the IFA markets to running projects for pension consultancies and compliance firms. Alison looks after technical financial services roles and is passionate at providing a high level of service to her clients and candidates.
-
blog Neurodiversity recruitment: how neuro-inclusive are you?
We spoke to Jack Johnson, Business Director and Regional Manager for our Risk & Compliance division about inclusive recruitment practices, especially for neurodivergent people. Jack shares his thoughts and advice below. If you have any questions or need guidance with your inclusive recruitment approach, contact Jack.Autistica estimates 1 in 70 people in the UK are autistic, but official figures indicate around 680,000 working-age individuals report autism as a long-term condition. Despite the desire to work, only three in 10 autistic individuals are employed, facing a pay gap and higher unemployment rates than counterparts. Barriers include inadequate employer preparation, biased hiring practices, and insufficient support from career advisors / recruiters. Autistic individuals can encounter challenges in interviews and maintaining employment due to inaccessible environments and lack of necessary adjustments. Many can be unaware of their legal rights regarding accommodations, and access to adjustments is inconsistent, with employers often lacking knowledge of autism.What can we do as recruitment professionals and employers to promote a more diverse work force?Training and Awareness – Educate current and future employees on their legal rights, did you know that under the Equality Act 2010, employers have a legal duty to make reasonable adjustments to the interview process?Making inclusion the norm – Almost a third of autistic people reported feeling unable to discuss their adjustment needs to future employers, and fewer than one in five felt uncomfortable discussing this across their whole organisation. Ensuring that inclusion is ingrained throughout the entire recruitment process will help us ensure that no applicants slip through the net. This shift removes the burden from individuals to request accommodations. Embracing more inclusive practices would benefit employers in general, allowing all candidates to showcase their abilities, ultimately enabling their skills and experiences to be appropriately matched to job requirements.Modernising recruitment processes – Interviewers should work with their recruitment partners to provide clear communication ahead of any interview. By sharing interview questions, practical tests or assignments before the interview would better allow candidates to demonstrate their skills required for the role and help manage any pre interview issues. Interviewers should also place greater emphasis on assessing a candidate’s skillset and ability relevant to the job, rather than social cues or non-verbal communication. Job descriptions –Job descriptions can pose significant barriers for autistic individuals. They are often overly lengthy and encompass every conceivable aspect of a role. Consequently, some autistic individuals disqualify themselves, believing the position exceeds their abilities. The language used in conventional job descriptions poses considerable challenges. Confusing jargon, unclear statements, as well as generic sections, may deter individuals from applying.The use of CRM systems and online job portals – Numerous organisations are delegating their recruitment screening to firms using automated filters, or artificial intelligence (AI) systems to vet candidates, or they’re expecting candidates to complete pages and pages of irrelevant questions or repetitions of what is already on their CV. This can significantly reduce the number of applications for a role. There are a number of exciting initiatives across the UK to help increase the number of autistic people in the workforce. Sir Robert Buckland MP has launched a new autism employment review and, charities such as Autistica have launched employment plans that look to double the employment rate for autistic people by 2030. This year IDEX Consulting are partnering with ‘Autism Forward’ to raise awareness and support those with autism into employment. Autism Forward provide funding for adults on the autistic spectrum allowing them to access mentoring services to aid access for employment and employability. We will be posting regular updates throughout the year and other opinion pieces on our social media channels.Our specialist consultants at IDEX are all trained to offer expert advice to clients and individuals on how to promote inclusivity and diversity in the workforce, so please do get in touch should you have any questions. If you would like support with your inclusive recruitment approach, contact Jack.
-
blog 2024 Legal in-house market outlook
We spoke to Tom Shaw, Business Director, about the in-house Legal market, including current trends, factors affecting hiring, plus in-demand roles and skills. Tom shares his expert knowledge on changes across the in-house landscape for Legal professionals and the increasing importance of technology and artificial intelligence as a key skill. In terms of talent attraction, Tom highlights a few key strategies businesses should be aware of when looking to hire top in-house Legal talent.For advice on the in-house Legal market, support with your hiring strategy or guidance on finding a new role, contact Tom. What specific trends have you seen in your market?The energy and commodities sector has been really exciting throughout 2023 and continues to be a key area of change, with the big players strengthening their offerings in renewable and low-carbon energy. This has certainly been matched by energy professionals I speak with; there is an increasing desire to move away from traditional oil and gas work to focus more on renewables, but the transition isn’t going to be easy (for lawyers or businesses).I’ve picked up on a number of solar energy companies looking to increase their Legal headcount, which is promising, but it remains a volatile sector and we have seen some redundancies as well.Another major area of growth has been in the world of EV. Our automotive clients are increasing their focus on EV, whilst there has been a significant increase in electric charging companies and battery manufacturers building out their Legal functions. This looks to be a fast-paced, exciting sector which would very much suit those lawyers with a ‘start-up’ mindset, looking to roll their sleeves up and really make a mark, as well as offering a clear environmental angle.What factors have affected talent attraction and retention in the past 12 months?Things have certainly slowed down following what was a bumper year for in-house Legal recruitment during 2022. This trend is not unique to in-house Legal and has been seen in just about every other area of recruitment, suggesting it is businesses as a whole which are pausing to catch their breath in what has been a sluggish economy.In the in-house Legal market, the UK is showing some signs of recovery and we have been kept busy in the first quarter of the year, but it is still lagging behind the UAE and US.Which roles and skills are most likely to be in demand in 2024 and why?Technology continues to be a highly sought-after skill, particularly with the promise shown by Artificial Intelligence. Every commercial vacancy I have worked on this year has prioritised IT as either a ‘must have’ or highly desirable skill. My advice to any junior commercial lawyers out there would be to add this string to their bow and stay on top of this exciting, ever-changing landscape.M&A lawyers are increasingly sought after, albeit in a corporate / commercial hybrid role, there also seems to be an increase in opportunities for Employment Lawyers. It’s a great time for Employment or M&A lawyers who are looking to broaden their horizons and move out of private practice.What do clients and professionals need to be aware of in 2024?For both lawyers looking to make a move in-house and businesses looking to recruit, you need to remember one thing: be flexible!! We are starting to see a gradual call from businesses for increased days in the office; there will inevitably be a lag between the businesses making this call and people perhaps starting to feel this increase in office time is the new normal. I have already noticed there can be a significant disconnect between businesses and lawyers on this point, which is certainly a sticking point when it comes to successful placements. Clients struggle to resolve this without the intervention of recruitment consultants.To my clients, I would remind them of the importance of explaining the ‘why’ behind the number of days in the office. Certainly, for junior lawyers who completed their training on a mainly remote basis due to the pandemic, it will not feel like the norm. There are undeniable benefits for them having more facetime with their managers and getting to know their internal stakeholders.About TomTom has spent the past six years recruiting lawyers across all levels and disciplines for in-house positions.His focus is on delivering up to date market insights and finding suitable lawyers who understand the varied, highly commercial nature of in-house Legal, whilst supporting clients internationally with their hiring strategies. For advice on the in-house Legal market, support with your hiring strategy or guidance on finding a new role, contact Tom.
-
client blogs 2024 Employee Benefits market outlook
Employee Benefits continue to play an integral role in talent attraction and retention, and with economic uncertainties continuing to affect business costs, it’s never been more important for businesses to invest in what truly matters. Ashlea Walton, Client Director shares her views on just this, plus changes in the market, how businesses can adapt to attract high performing professionals and in-demand roles and skills. What specific trends have you seen in your market?The need for employers to offer a way to attract and retain employees, contributing towards improving wellbeing and enhancing staff engagement has increased over the years. 2023 was busier than it’s ever been since launching our Employee Benefits division 10 years ago and it’s extremely exciting to see that many of our clients are now outperforming pre-pandemic figures, delivering double digit growth and are recruiting in volume to manage the ever-growing demand for their services. Over the last year, there’s been an increased number of opportunities secured with leading global businesses and established regional firms, who will continue to engage with high performing individuals throughout 2024.The market this year, is strongly focused on consolidation with a number of key mergers and acquisitions happening, as firms look to accelerate growth and their offering across the wider market. Naturally this encourages movement amongst competitors with some excited by the changes / opportunities to come and others looking for a more “stable” environment.What factors have affected talent attraction and retention in the past 12 months?Attracting top-performing candidates in this market will always be a challenge but not impossible with the right recruitment process and strategy. In recent years, we’ve seen a shift from those focusing solely on financial incentives towards total remuneration and non-financial aspects such as culture, flexibility and growth opportunities. Whilst there’s still a focus on this, I’ve noticed more candidates engaging with me looking to increase salary alone, driving the issue of increased counter-offers which is not only hugely unproductive during a recruitment process, also very damaging for a candidate's brand. Not paying in line with the market is now a huge threat to firms since people who ordinarily wouldn’t have looked to move, are now moving. Which roles are most likely to be in demand in 2024 and why?Group risk, healthcare and wellbeing consultants will continue to be a sought-after skillset throughout 2024 and I’ve taken on and filled more of these roles than any other year, to date.As the UK continues to live in a cost-of-living crisis, there’s increased emphasis on benefits which will help to relieve some of the financial burdens employees are facing. Cover Magazine published an article where Bupa conducted a survey of 8000 people; Health insurance was ranked as the most sought-after employee benefit. Their research showed that employee discounts (36%) and free lunches (25%) also scored highly, reflecting the impact of ever rising living costs. There’s no one size fits all approach to benefits, I’m seeing more clients trying to implement creative solutions to some of the challenges the UK workforce is facing. Bupa’s research also found that 42% of respondents with health and wellbeing benefits have used them in the last 12 months – a figure which I’m sure will continue to rise. What skills are in-demand for professionals wanting to work in this market?Health and benefits will continue to be an in-demand skillset, with clients focusing on those from a solutions focused, consultative background to support the increased drive for internal collaboration. New business skillsets will continue to be sought after but a hard to secure skillset, as businesses look to capitalise on increased scope within the market to provide benefits advice.What do clients and professionals need to be aware of in 2024?I’ve seen a real increase in the number of roles coming through where employers are trying to return to pre-pandemic ways of working with many looking to get people back into the office two to three days a week.During 2020, firms were forced into trialling new home working patterns which created many benefits for both professionals and clients. The rise in flexibility allowed employers to increase their talent pool and as a result professionals had access to a wider range of opportunities. Finding the right balance between employee collaboration and flexibility in a candidate driven market, is key. People have different priorities now and have seen the benefits of an improved work life balance.These flexible packages are designed to improve an employee’s work / life balance, creating better levels of job satisfaction, engagement and ultimately higher performance. Additionally, the global drive towards diversity and equality in the workplace has meant that part time or flexible working is now a regular offering from firms. Those who are unable to continue with the same levels of flexibility are likely to reduce their candidate pool and lose out on top performing individuals against their competitors.About Ashlea Ashlea is an experienced Financial Services Consultant with 10 years’ experience sourcing top performing talent for a range of businesses. She leads our Employee Benefits division and manages strategic relationships with our key clients across the UK to ensure we’re providing a high level of service and efficiency to our valued recruitment partners. She specialises in placing mid-senior Employee Benefits professionals across the UK. Ashlea prides herself on a bespoke, quality driven service which she provides to all of her clients and candidates. With a decade of experience, she’s built an extensive network across the Benefits market with an excellent track record amongst clients and candidates.For advice on the Employee Benefits market, support with your hiring strategy or guidance on finding a new role, contact Ashlea.
-
blogs Life as a construction lawyer: interview with Paul Scott, Partner at Trowers & Hamlins
Luqmaan Ayaz, senior legal recruitment specialist recently sat down with Paul Scott, Partner at law firm Trowers & Hamlins, to discuss life as a construction litigator and partner, the firm’s growth plans for the Birmingham team, plus what it’s like working there.Trowers & Hamlins are a full-service international law firm with offices across the UK, Middle East and Asia, supported by a rich 240-year history. If you are a Midlands based lawyer interested in hearing more about available opportunities, contact Luqmaan Ayaz, senior legal recruitment specialist on 07425 806576 or Luqmaan.Ayaz@Idexconsulting.com.Could you share some insights into your career path and the journey that led you to Trowers & Hamlins?Since qualifying in 2008, I have worked as a construction litigator at several national and international law firms. I have been fortunate to work with some excellent construction litigators over the course of my career to date and have worked on a range of interesting and varied matters for great clients. In the first few years after qualification, I was focussed on learning as much as I could about construction disputes and, with the benefit of hindsight, I probably didn’t truly recognise the full significance of the wider economic situation at that time.This may have been because the disputes market remained pretty buoyant throughout the financial crisis compared to transactional work. It was probably only after another two years, when I was able to view that period with a bit more context.After 10-12 years of working as a construction litigator in Birmingham, I'd started to think about moving into a role where I had the opportunity to develop my own team. It was around that time that the opportunity at Trowers & Hamlins presented itself. For me, the chance to lead the construction disputes team at the firm's Birmingham office offered the ideal opportunity for me to achieve two things. One; to lead a Birmingham based construction team in a market I have a great deal of experience in and two; benefitting from the size, expertise and reputation of Trowers & Hamlins as a full service national and international law firm.I decided to move to Trowers & Hamlins in late 2019 and was working my notice period at my previous firm when the COVID-19 pandemic hit. I started at Trowers just as the national lockdown was imposed and, whilst the new remote working requirements made integrating into a new team more challenging, the pandemic presented a range of interesting work in relation to the impact of the lockdown on the construction industry.Whilst the pandemic was undoubtably a challenge for many, it did speed up our adoption of technology. For us, amongst other things this included a heavy reliance on Teams and video conferencing software, which helped us maintain strong communication channels with our clients and intermediaries, whilst retaining cross-office cooperation between our UK and international teams. Our hybrid working model has successfully balanced the benefits of remote working with the office collaboration. What it's like being a Partner at Trowers & Hamlins?Being a partner at Trowers & Hamlins is an inclusive and multi-faceted role, and I’m proud to work alongside 16 other talented partners in the Birmingham office. As well as being specialists in our respective practice areas, partners contribute to; The strategic direction of the Birmingham office and can expect to lead on initiatives that support the delivery of a first-class service to clientsThe personal and professional development of the wider teamProactive regional marketing and profile raisingClient origination – all of which involve a strong focus on internal and external relationship management. There's a clear understanding of metrics and strategic direction, and our contribution to the firm's 'responsible business' activities is also encouraged. It's a particularly exciting time to join Trowers & Hamlins given our investment in new offices in new locations, our commitment to innovation and our purposeful ED&I and ESG strategy - all of which will take us forward as a firm.What are your thoughts on the Midlands construction market?The construction and engineering industries will always be seen as drivers of wider economic growth – be that through large infrastructure projects or ambitious targets for the construction of new homes. This will continue to generate work for both transactional and disputes focussed construction lawyers, and I suspect that firms will therefore continue to compete to recruit and retain the best talent to help them access this work and deliver it to a high standard. Why do you believe Trowers & Hamlins stands out as the top choice for construction lawyers?There are some excellent opportunities at Trowers & Hamlins for talented construction lawyers who want to progress their careers. Very few law firms in Birmingham are able to offer 'the best of both', in terms of playing an important role in contributing to the direction of the firm locally, whilst also being able to capitalise on the experience and expertise that comes from being at an international law firm.Trowers & Hamlins has over 170 partners and more than 1,000 people located across the UK, Middle East and Asia, including dedicated teams focussed on Korea and India. In the UK, we have our headquarters in London and three regional offices in Birmingham, Exeter and Manchester.As a full-service law firm that advises clients locally and across the globe, Trowers & Hamlins are recognised experts in corporate, commercial, dispute resolution and litigation, real estate, social housing, banking and finance and private wealth and employment law. We also have specialists in areas such as construction, planning, tax, pensions, IP, energy, environmental, manufacturing, owner-managed business and cyber.All of this is reinforced by our values-driven culture and a fantastic working environment which has been fostered over our 240-year history. We have stood by our values and characteristics – such as service, quality, integrity and innovation – this has made us not only a leading law firm, but also an inclusive and exciting place to work and establish a career.What is the advantage of collaborating with a specialised legal recruitment agency like IDEX Legal?With the competition around recruiting and retaining the best talent expected to remain strong, we have found it incredibly useful to partner with specialist recruiters such as IDEX Legal, who take the time to really understand our recruitment needs and find a bespoke solution that truly delivers what we need.If you are a Midlands based lawyer interested in hearing about the opportunities available to you, contact Luqmaan Ayaz, senior legal recruitment specialist on 07425 806576 or Luqmaan.Ayaz@Idexconsulting.com.
-
david carr blogs 2024 London Insurance market outlook
David Carr, Managing Director, shares his views on the London Insurance market, including growth trends, factors influencing talent and retention, skills employers are looking for and in-demand roles. For advice on the UK or global insurance market, support with your hiring strategy or guidance on finding a new role, contact David.What specific trends have you seen in the London Insurance market?The UK insurance market has considerably grown over the past 12 months, with premiums reaching around £320 billion at year end. Growth in the London market has been heavily influenced by the UK’s strong economy and various global factors.There hasn’t been a dramatic rate correction for over four years, this is the first time since 2018 the average has been below 10% and looking to next year, we expect there to be overall risk pricing challenges.Insurers are now aggressively looking for new business where they can write profitable business due to strong risk management processes, to provide additional protection of their client’s assets and to mitigate any potential losses. This is a priority for businesses as they continue to operate in a highly regulated market, with complex rules and regulations.According to the market’s financial results, Lloyd’s of London reported it’s strongest ever combined operating ratio (COR) since 2015, of 91.4% for the first half of 2022, despite payouts of over £21 billion due to macroeconomic challenges. From 2019 to 2021 figures went from 110.3% to 92.2%, indicating significant profitability improvements across the market and good news for insurers throughout 2024.What factors have affected talent attraction and retention in the past 12 months?Key challenges the industry is facing is continued growth without the loss of profitability in a market, where there is a clear “war for talent”. It’s not a case that the talent isn’t there, it’s a case of how employers can successfully attract top talent and ensure they keep it, in a competitive climate. The importance of a strong Employee Value Proposition and a company’s ability to demonstrate a diverse and inclusive culture, plays a significant role here. Professionals are prioritising employers who not only align with their own values but also can evidence they have an authentic and effective diversity and inclusion strategy. In fact, many people are considering a business’ approach to ED&I before even considering an interview. We’ve seen employers adapt their recruitment processes to accommodate these demands, to ensure they’re able to attract the right people.Another important factor, is the impact of climate change which is affecting many risk profiles. The lack of data to price risks accordingly is likely to create longer term issues across the sector. Certain businesses are building data labs to combat this issue, this will interestingly create new business opportunities and different job roles for the profession, as it continues to advance in a data driven and technological landscape. Which roles are most likely to be in demand in 2024 and why?Demand for individuals who can attract new business and control the income is becoming increasingly essential. We are seeing more businesses employ employees who have strong technical skillsets but who also have expertise in new business development and client management. Gone are the days where a Technician would be mainly focused on manually processing tasks, they now need a commercial skillset, with excellent communication skills and ability to forge strong senior partnerships, in order to progress and advance their career.What skills are in-demand for professionals wanting to work in this market?The market is continuously evolving to meet the demands of clients that are affected by the changing geopolitical landscape and shifting hybrid working environment. The move to more customer focussed models with a strong emphasis on winning new business is instigating significant shifts in company culture and providing new opportunities for Artificial Intelligence and Machine Learning. Consequently, technical and data skill sets will continue to be in demand as businesses continue to use automation and Natural Language Processing (NLP) to drive innovation and improve the customer experience. Training and development in this area will continue to be key across the London and wider UK/EU markets.Niche skill sets like these, will always be in demand, along with individuals who either protect revenue or create revenue streams. These are the key areas we believe will grow, as demand continues across the market.What do clients and professionals need to be aware of?Throughout 2024 I expect there to be further international investment into the UK market which will create some really exciting opportunities. Hiring managers will need to act quickly on decisions in order to gain commitment from professionals they want to hire. It’s absolutely essential for employers to ensure they’re having regular and transparent conversations with prospective and current employees, failure to do this means losing talent to competitors or to counter offers, which are certainly rising across the market and subsequently inflating salaries.For professionals, my advice would be to keep an open mind on new roles across the market, don’t just jump at the first offer. Carefully consider what is important to you and what you want your career trajectory to be, having your goals mapped out will help you understand whether they align with any future employer.About David David has been supporting clients to secure top talent and grow their businesses since 2001 across the UK, European and US Insurance markets.His experience ranges from recruiting within regional markets in the UK, the development of a major FTSE 250 recruitment company, to running a specialist team in the City of London that focuses on Lloyd's and the London Insurance market. David really enjoys delivering an excellent service as well as taking on challenging assignments that improve business performance.For advice on the UK or global insurance market, support with your hiring strategy or guidance on finding a new role, contact David.
-
luke almond blogs 2024 Energy & Commodities market outlook
Luke Almond, Specialist Energy & Commodities consultant,shares his thoughts on the market including, current trends, factors affecting hiring and retention, in-demand roles and skills, and what businesses and professionals need to look out for in 2024. What specific trends have you seen in your market?Over the past 12 months the markets have been volatile as ever, with unsettled supply chains and a volatile geo-political climate. Oil and gas supply has been increasingly challenging which has led to increased pressure on businesses to diversify and hit their NetZero targets.Added to this, price inflation has led to increased issues with storage and has required organisations to have more diverse approaches to combat the issues. What factors have affected talent attraction and retention in the past 12 months?Due to the scarcity of talent and strong trading performance for the most part across the industry, organisations have had to remain highly competitive especially regarding salary and career progression. There has been an increased interest in professionals relocating so businesses who can support internal moves or support with relocation packages have fared well.An increase in passive professionals considering their options has seen organisations have to adopt less formal initial interviews throughout their processes. Unless hiring in tech/IT there is positivity around flexible back to office schemes. More of an emphasis is on work life balance. Clients who have adopted a rigid five days per week in the office structure have struggled to hire, due to the variety of opportunities in the market. As always, the organisations with a slick hiring process and those quick to make decisions are the ones who are able to hire top talent quickly. Which roles are most likely to be in demand in 2024 and why?Data savvy trading professionals will continue to be in demand, due to focus on data driven decision making and technical ability.As the industry evolves, expertise in renewable energy and sustainability is increasingly sought after.As regulation around the industry increases, risk professionals continue to be at the forefront, as do professionals from highly regulated industries across Financial Services.What skills are in-demand for professionals wanting to work in this market?The ability to develop global relationships will continue to be key, as organisations increasingly diversify and expand their coverage into new territories.An awareness of cyber security and how this is affecting the industry will be essential, especially since this sector proves to be one of the most targeted for cyber-attacks.Highly skilled technical professionals will continue to be a focus but in the same vein it is about continuing to develop opportunities that compete with the wider Financial Services, technology and insurance markets, as it is increasingly competitive for early-stage career entrants. Looking to 2024, what do clients and professionals need to be aware of?There will be an increase in Artificial Intelligence and analytics, specifically around market analysis to produce more in-depth forecasts and improved accuracy in modelling and optimisation strategies. The demand for oil will realistically grow in the short term, although we expect to see a dip in years to come due to the growth of renewable energy. We will see clients with diverse offerings and those focused on renewable energy gain access to wider talent pools.About LukeLuke has spent the last nine years recruiting for Risk and Finance professionals across the Financial Services and Energy specialisms in Europe and the US. Luke leads the Energy and Commodities division at IDEX, assisting clients on hires across Middle and Front Office in Europe and the US. He typically supports clients with quantitative focused roles whether that be in a Front Office trading environment or Middle Office. He has a track record in placing professionals who will help clients make better, analytically driven decisions, whilst providing an exceptional consultative service. For advice on the Energy & Commodities market, support with your hiring strategy or guidance on finding a new role, contact Luke.
-
client blogs Flexible Working Bill: what you need to know
It’s been 27 years since the Employment Rights Act changed the UK’s work environment, and spring 2024 will see the first significant amendments to the bill come into effect. From summer this year UK workers will be able to request flexible working from day one of a new job. Currently employees must be employed for at least 26 weeks before they’re able to make a flexible working request. Changes also include: Permission to make two statutory requests in any 12 month period, as opposed to the existing one request Businesses will need to respond to requests within two months, rather than the current three months deadline Employers will need to consult with an employee before rejecting a flexible working requestWhat’s more, the amendment will require employers to provide a substantial reason for any flexible working request rejection. While this may not seem like a huge stride for some businesses, there are otherwise no consultation requirements under the current policy. The new flexible working act covers working hours ranging from part-time, term-time, flexi-time and compressed hours, as well as the adjustment of start and finish times to support work and home responsibilities. Alongside impacting the when for employees, the bill also impacts the where, taking into consideration location of work.People Management report the policy does not create an automatic right to flexible working. In essence, the only thing the bill guarantees for employees is the right to request flexible working. It’s important to note that it doesn’t amend the existing statutory grounds for refusing a flexible working request, such as: The burden of additional costsDetrimental effect on ability to meet customer demandInability to reorganise work among existing staffInability to recruit additional staffDetrimental impact on qualityDetrimental impact on performanceInsufficiency of work during the periods the employee proposes to workWhy it’s important According to research from the Chartered Institute of Personnel and Development (CIPD), “6 percent of employees changed jobs last year specifically due to a lack of flexible options, and 12 percent left their profession altogether due to a lack of flexibility within the sector. This represents almost 2 and 4 million workers respectively”. They go on to report, “65% of employers provide some kind of flexibility to their front-line workers. However, there’s significant unmet demand from workers for more flexible hours arrangements, such as flexitime, term-time working, compressed hours, job-sharingand annualised hours” (CIPD: Flexible and hybrid working practices in 2023).The numbers are clear, professionals across sectors continue to prioritise flexible working, with many choosing to leave their role altogether if these needs aren’t met. Our 2024 Salary, Benefits and Skills Guide findings show 60% of employers plan to recruit in the next 12 months, and 45% of employees are considering changing jobs, so demand for talent remains high. The ongoing war for talent will hit businesses who do not provide flexible working options. Whilst flexibility is key, it’s important that it works for both employer and employee to ensure business delivery is not affected and customer expectations are still managed effectively. Wired report, “The government decided against more radical proposals that would have brought about a significant legal shift, such as requiring all jobs to be flexible by default", says Colin Leckey, a partner in the employment team at law firm Lewis Silkin. "Employers can still say no to flexible working requests on the same basis as before, although they’re encouraged to deal with them more quickly and efficiently and have a more positive attitude to them"(Wired: The UK’s new flexible working law falls short).Provide clarity and encourage honest conversations Research published last year by coaching service Careering Into Motherhood found that 38 percent of working mothers had not asked for any flexible work, with 46 percent believing that asking for it impacted future opportunities for promotion (People Management: 2023 Working mums fear ‘fake’ flexibility as two fifths complete work tasks out of hours, study finds). To add to this, another study by Timewise found that while nearly half of UK workers would like to take advantage of the new rights to flexible working, 21% wouldn’t request it, and 30% remained unsure (Timewise: half of workers will consider using new Day One Flex rights. Are you ready?).Putting the strength of the upcoming bill aside, there is clearly ambivalence across the UK’s workforce; there are no prizes for guessing this likely stems from existing stigma. For many businesses there is still work to do to ensure employees feel comfortable in exploring various working arrangements with their employer. It’s essential that employers encourage honest conversations and provide clarity on specific policies to manage expectations, accommodate personal needs and ensure that any request works for the employee, employer and customer demand. For help and advice on your hiring strategy or if you’re considering a new career opportunity speak to one of our IDEX consultants who will be happy to help.Sources:CIPD: Flexible and hybrid working practices in 2023People Management: Everything employers need to know about changes to flexible working lawsPeople Management: 2023 Working mums fear ‘fake’ flexibility as two fifths complete work tasks out of hours, study findsTimewise: half of workers will consider using new Day One Flex rights. Are you ready?Wired: The UK’s new flexible working law falls short
-
financial services blogs Financial Services 2024 Salary, Benefits and Skills Guide
With the release of the 2024 Salary, Benefits and Skills Guide, we’ve compiled everything from specialism insights, market outlooks, in-demand skills and hiring statistics. Below is a sneak peek into the current Financial Services employment market, as well as what our specialists expect to see in the coming year.Don’t neglect your Employee Benefits By now ‘war for talent’ is a common term – there’s no doubt the current employment market continues to grapple under a talent shortage. According to the latest figures from our report, nearly half of Financial Services employees feel negative or uncertain about their career prospects.To further complicate the problem, increasing salaries is becoming less viable as interest rates and cost of capital continue to soar.So while the profession saw a sharp salary increase in 2022, this has undoubtedly been unsustainable. To combat this and retain their top talent, financial institutions are increasingly focusing on their Employee Value Proposition – institutions look to alternative, non-financial forms of remuneration. Basic working models which offer flexible, hybrid working have been beyond effective in increasing employee satisfaction. Offering opportunity for growth has been a similarly successful strategy, showcasing a businesses’ commitment to its talent and further encouraging retention.But while the power of employee benefits cannot be overstated in the current employment climate, our specialists thoroughly recommend keeping tabs on the market and ensuring salaries offered are in line with the competition – it's fierce out there, make sure your organisation is prepared.Regulation changesIt’s not just the employment sphere being shaken up by wider geoeconomic factors, the UK political landscape also faces changes as it prepares for the next general election and a potential shift to a new government. Financial institutions looking to either sell or acquire need to move quickly if hoping to avoid an inflated capital gains tax. Similarly, 2023 saw the introduction of Consumer Duty – but the full extent of the regulatory framework won’t come into effect till mid-2024. Firms looking for a head start on their acquisition strategy need to clearly demonstrate an effective implementation of the framework. It won’t be enough to simply be compliant, businesses need to be able to showcase a comfortable and profitable synergy with Consumer Duty.Employment demandOur research shows the average age of a financial planner is over 55, with an unprecedented two thirds of these set to retire within the next five years. Unsurprisingly then, the priority for financial institutions will be a recruitment drive to replace any talent lost. As a result, there has been significant growth in academies being set up in-house as wealth management firms in particular seek to develop their own talent. So what is the most sought-after role across Financial Services right now?To build our report, we invited 100,000 employers and professionals to complete our survey enabling us to compile accurate data on 600 roles across 40 different specialisms. This means our data driven research includes the latest insights on the most in-demand roles across the Financial Services profession. Are you looking for accurate salary insights? Interested to see how in-demand your role is? Want a head start with your recruitment strategy?For effective outcomes and favourable results, make sure your next move is data-driven and fully informed. From some surprising statistics, to the latest trends across the Financial Services profession, our 2024 Salary, Benefits and Skills Guide has everything you need for a productive 2024. Enjoy the security of knowing your business actions are underpinned with the latest sector-specific insights.Access the exclusive, free report here.
-
client blogs Commodities: the race into clean energy markets
With organisations looking to fulfill their net-zero pledges, as well as the continuing development of ‘new energy’, the race into clean energy markets is on. While the last few years have been macroeconomically turbulent, clean energy continues to grow as businesses shift their focus. One recent report forecasts “electric power, synthetic fuels, and hydrogen will represent 32% of the global energy mix by 2035 and 50% by 2050” (McKinsey: Global Energy perspective 2022), signalling a huge growth opportunity for companies ready to take the plunge.“We know Clean Energy is a sound investment in the future, globally speaking, but recent developments in the market will position those ready to back the movement as industry leaders. The technology is there, once organisations supply the capital, the sky is the limit,” says Geoff Guerin, Strategy and Sustainability Director at IDEX Consulting.Clean power markets have come a long way, renewable energy has become a focus for established electricity markets, moving into new domains. In America, solar continues to be the leading technology in the pipeline, “accounting for 59% of all clean power capacity in development” (American Clean Power: Clean power quarterly market report Q1 2023). Closer to home, we look at three trends spurring the growth of clean energy markets, and what investing in the sector promises in the next few years. Carbon market appealThe rapid expansion of carbon markets can be partly explained by organisations looking to fulfill their net zero pledges. Nationally Determined Contributions (NDC’s), a climate action plan to cut emissions and adapt to climate impacts have been a useful aid. Each country participating in the Paris Agreement, for example, is required to establish an NDC and update it every five years. As a result, “80% percent of the G20 (the world’s largest economies that account for around three-quarters of global emissions) have submitted new or updated NDCs” (World Resources Institute: Making sense of countries’ Paris Agreement climate pledges). The knock-on effect of such huge commitments has created opportunities for energy companies. NDC’s have spurred the compliance market, but voluntary carbon markets are also on a growth trajectory. Demand mostly comes from businesses aiming to compensate for their carbon footprints, corporations with sustainability targets, and those who see an opportunity to trade credits for profit.New energyThe last few years have seen the emergence of ‘New energy’ commodity markets. Critical minerals and hydrogen are on a path to displace conventional hydrocarbons, particularly given “renewables are now cheap – cheaper often than coal, oil, and gas” (IPCC: Climate change 2022 Mitigation of Climate Change). The latest developments include huge improvements in hydrogen production technologies, particularly in efficiency and capital costs, with an example being steam methane reforming. The emergence of alternative production technologies such as electrolysers have added to this, with one recent study confirming: “these technological changes, along with decreasing costs of renewable power, are increasing the viability of hydrogen” (IPCC: Climate change 2022 Mitigation of Climate Change). Not only can new clean hydrogen economics open avenues for renewable providers, they also present an opportunity for growth. Thanks to a $3 per kilogram tax credit, last year saw ‘clean’ hydrogen become price-competitive with higher carbon ‘grey’ hydrogen across much of America (Deloitte: 2023 renewable energy industry outlook), meaning energy companies committed to sustainability are paying less to do so. Deloitte go on to advise, “while challenges such as a lack of infrastructure still make hydrogen uneconomic for some uses, new IRA-driven economics may present pathways for renewable energy developers and producers to benefit in 2023”.Across the UK, Carbon Capture, Usage and Storage (CCUS) continues to be “an important area of focus if the UK is to capture economic growth opportunities during its transition to net zero emissions” (LSE: 2023 What is the UK’s approach to carbon capture, usage and storage (CCUS)?). The CCUS value chain promises to deliver significant energy abatement, while also creating opportunities to export related technologies, products and services from the UK. This growing global demand presents an opportunity for comparative advantage in unlocking wider economic benefits from CCUS. Yet, aside from the significant economic opportunity, the CCC brand these technologies as “a necessity not an option for the UK to achieve net zero emissions” (Climate change committee: Net zero – The UK’s contribution to stopping global warming), spelling a double-edged incentive for companies to get on board. ConvergenceWhile a global economy free of fossil fuels is the ultimate goal, progress is capped by supply, meaning the race to clean energy markets inevitably involves market convergence. Within the context of the net-zero agenda, oil and gas operators seek sustainability, given the importance of gas to complement renewable power generation. McKinsey advise: “It’s important to acknowledge that hydrocarbons will be part of our energy mix for at least the next 30 years. Whether we like it or not, the reality is that mankind will need hydrocarbons for our energy needs for many more decades” (McKinsey: A new way to support clients through the energy transition). The goal, then, is to aid oil and gas businesses in decarbonising their operations, while also transitioning to other fuels. This will allow the continuous supply hydrocarbon-based fuels, but with far fewer emissions. The convergence of traditional oil and gas companies with newer energy models ensures a seamless transition from one to the other in the coming decades.This convergence spells another growth opportunity within the energy sector. Businesses willing to underpin decarbonisation with capital will see real gain, particularly due to “the strong business case of renewables coupled with enabling policies sustaining an upward trend of their share in the global energy mix year on year” (IRENA: 2023 Record growth in renewables achieved despite energy crisis). For insights on the market, or if you’re looking for support or advice with your hiring strategy or next career opportunity speak to one of our IDEX Energy & Commodities specialists. Sources:American Clean Power: Clean power quarterly market report Q1 2023Climate change committee: Net zero – The UK’s contribution to stopping global warmingDeloitte: 2023 renewable energy industry outlookIPCC: Climate change 2022 Mitigation of Climate ChangeIRENA: 2023 Record growth in renewables achieved despite energy crisisLSE: 2023 What is the UK’s approach to carbon capture, usage and storage (CCUS)?McKinsey: A new way to support clients through the energy transitionMcKinsey: Global Energy perspective 2022World Resources Institute: Making sense of countries’ Paris Agreement climate pledges
-
"Whilst working with Alex, she has shown professionalism as well as a passion for not only SJL’s needs but also for the candidate’s best interests...
Rob McKechnie
SJL Insurance Services
-
"I dealt with IDEX Consulting when recruiting a new member for our support team. I was really pleased with the help and advice they provided which...
Doug Pritchard, owner PFP Wealth Planning
PFP Wealth Planning Owner
-
"Emma made a very daunting, complicated process a smooth and effortless one. Emma was always easily contactable outside of office hours and a plea...
Emma Delli-Bovi, Business Director Legal Private Practice
-
"Since her initial contact with us last year, Emma has very quickly become one of our top recruitment partners on the PSL by consistently providin...
Emma Delli-Bovi, Business Director Legal Private Practice
-
"Emma helped to guide me through a relocation to a new city. She had a number of contacts which opened up some unadvertised roles for me to apply ...
Emma Delli-Bovi, Business Director Legal Private Practice
-
"I was exceptionally fortunate to have Jonathan as my recruiter in my recent experience relocating back to the Middle East. Jonathan was professio...
Jonathan Turner, Executive Director Legal Private Practice
-
"Jonathan has assisted us with the selection of candidates for a number of our more challenging roles and I have always found him to be highly cus...
Jonathan Turner, Executive Director Legal Private Practice
-
"Jonathan is a consummate professional. He knows the Middle East market inside out and everybody involved in it. Jonathan's client care skills are...
Barrister and Senior Associate
Altamimi & Co
-
"From start to finish my experience of working with Emma was first class. She was given a difficult task, that many other recruitment consultants ...
Emma Delli-Bovi, Business Director Legal Private Practice
-
"I contacted Jack to look at opportunities with local firms and he was fantastic exceptional from start to finish. He was proactive which is often...
Jack Lawlor, Business Manager
-
"I have been dealing with IDEX for the last few years and they are one of the best recruitment consultancies I have ever dealt with. In what is a ...
Managing Director
MPA Financial Management
-
"IDEX Consulting helped with my recruitment needs in finding key hires within the company. They were incredibly proactive in finding candidates an...
Kevin White
deVere Group Head of UK Financial Planning
