ambition market trends spring 2010 banking & finance

8/9/2019 Ambition Market Trends Spring 2010 Banking & Finance

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Market Trends and Salaries ReportSpring 2010

Banking & Financial Services RecruitmentAustralia



PAGE 2

Contents

Executive Summary 3

Economic Overview 4

Demand Factors 5

Supply Factors 7

Sector Notes 9

Skills Highlights 10

Future Trends 11

Ambition Accounting Jobs Index 13

Salary Guide 14

About Ambition 18

Banking & FinancialServices Recruitment

Market Trends & Salaries Report



Executive Summary

Reecting back on 2009, it proved to be a challenging year or everybody – employers,employees, businesses, job-seekers and recruiters alike. Some commentators had hopedor a quick turnaround in 2010, but despite a surge in the frst quarter, the hoped orinstant recovery turned out to be more myth than reality.

What we have seen however is a slow, steady improvement in the recruitment sectorover the past 6-9 months – with some encouraging signs that the improvement is set tocontinue throughout the year ahead. Unemployment remains low. Growth remains steady.We are witnessing frst hand an increase in recruitment activity and anecdotal evidencesupporting a strengthening employment market is starting to be backed up by data.

At the mid level o the candidate market we are starting to see individuals receivingmultiple oers – an early indicator that competition or talent is set to resume. This isbacked by a conviction that businesses are becoming more confdent about the economicconditions, evidenced by a removal o head count reezes, strategic re-structuring o business units or potential growth, and an increase in demand or sta.

O course, some dark clouds do remain on the economic horizon. The recent Europeandownturn, coming as it has on the back o the US sub-prime lending crisis hascaused some concern in local markets. This downturn has been most keenly elt bylarger multi-nationals with head ofces in overseas locations – but recent experience

has made the rest o the business community acutely aware o the eect globaluctuations can have on the local economy.

As recruiters, this is always an exciting time to be in the market. With improvingeconomic conditions providing opportunities or businesses to grow and develop,we can now help our business partners achieve their goals by doing what we do best -fnding the right candidate or the right role.

Recruitment decisions made in this current environment can have long termimplications or a business, and the value o working with a trusted advisor to ensurethat the right placements are being made has never been more apparent.

At Ambition, providing that value is what we’re all about.

Gavin HouchellManaging Director, Ambition Finance

“We can nowhelp our businesspartners achievetheir goals bydoing what we dobest - fnding the

right candidateor the right role.”

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Banking & FinancialServices RecruitmentMarket Trends & Salaries Report



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“unemploymentcontinues todrop, growth

remains steadyand businessesmove into the

new fnancialyear with asense o cautious

optimism.“

Economic Overview

The Australian economy continued its recovery rom the 2008/09 downturn in a morepositive ashion during the frst hal o 2010. Unemployment levels dropped, interestrates remained balanced and overall growth continued at a steady pace.

In this age o globalised capital however, the market remains sensitive to overseasdevelopments. This is a lesson we learned frst hand during the US sub-prime lendingcrisis, and more recently with the downturn in the European economies. Issues o publicdebt (particularly in Greece), and a growing concern over the long term implicationso the setback in that region fltered through to the Australian markets quite quickly,aecting share prices initially, ollowed by dips in business and consumer confdence.

Balanced against that is the relative robustness o the Asian economies, who (apartrom Japan) have by and large enjoyed a ‘V shaped’ recovery. The subsequent strengtho economies in our local region and the associated growth in demand has helped tokeep the Australian economy buoyant. Commodity prices have risen ater sharp declinesin 2008 – o particular signifcance or Australia – the prices or resources which serveas raw material or steel (coal, iron ore) production have been exceptionally strong.Combined with a strong Australian Dollar, this has created historically high terms o trade, with signifcant ow on eects to the rest o the economy.

Closer to home, a certain degree o political volatility has been experienced as theFederal Government both resolves its leadership issues and refnes its taxation policy.With a new Prime Minister in place and a Federal Election in August – one in whichtaxation reorm promises to be a central platorm – we can expect the economy toremain frmly entrenched within the national political narrative.

In summary, whilst there remain some legitimate concerns on the global economichorizon, the Australian economy appears to be in a position o relative strength.Demand or resources in the region remains strong, unemployment continues to drop,growth remains steady and businesses move into the new fnancial year with a senseo cautious optimism.



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Slow & steady growth

Whilst not experiencing the “instant recovery” hoped or, the market has experiencedstable, steady improvement. The upswing has been uneven, with some sectorsrecovering at a much aster rate than others, but overall the recruitment market withinbanking & fnancial services is showing positive signs again.

The frst quarter o 2010 was particularly encouraging, activity crept up across mostareas. In more recent times there has been an air o caution rom the market asemployers watched careully or allout rom the European wobble, beore a late surge

toward the end o the year in line with traditional seasonal patterns.

Out with the survival plan, in with the business plan

During the recent downturn many companies were orced to move away rom theiroperational strategy, to instead ocus on cost reduction in the short term. In a sense,business plans were ripped up and replaced by survival plans.

With the market beginning to turn around, many companies are once again lookingat how they can best grow in the marketplace. This in turn is leading to a shiting o priorities and a re-structuring o business units. Projects that were previously put on

hold are now being re-initiated, and capital expenditure costs that had been deemedtoo expensive are now beginning to re-surace.

Opportunities within this space are beginning to ourish. Global and local banks areactively pursuing Analysts, Risk, Relationship Managers and Operational sta in avariety o areas – in many cases replacing what they were orced to cut over the past12-18 months.

Human Resources time to shine

Having undergone a wave o turnovers and corporate readjustments in recent times,

banks are increasingly turning to their HR departments to guide them through whatis certain to be a challenging period ahead. Banks across the globe, and particularly inAustralia, are turning to their HR teams not only or assistance with key recruitmentplacements, but also or guidance and advice in rebuilding salary package structures- across all levels - that will allow them to remain competitive in an increasinglycandidate short market.

Churn is happening again

Over the last 12 months employers have enjoyed a relative position o strength inthe ongoing battle to retain talent. With market conditions generally poor, and a air

degree o insecurity about the economy itsel, many employees decided it would bewiser to remain sae in their current roles than it would be test their employmentprospects on the open market.

Demand Factors

“talentedproessionalswith the abilityto add valueto the businessare particularly

sought ater.”



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“many employeeslook to change

jobs in anattempt to

urther theirpersonal goals

ater a periodo careerstagnation”

This is now changing. With generally improving conditions and growing confdenceabout the direction o the economy, many employees are beginning to once againgauge the market or job opportunities.

Employees at the $70K-$130K are looking to make up or lost time on pay rises andpromotional opportunities, and with a wealth o opportunities opening up, theiraspirations or better wages and career advancement is beginning to outweigh theirconcern with job market volatility.

At the $150K+ levels we have noticed a huge increase in the amount o applications,as senior sta, who are now currently in a role, are starting to show interest in takingthe next step in their careers.

These indicators point toward a period o substantial transition within the marketplace,as many employees look to change jobs in an attempt to urther their personalgoals ater a period o career stagnation (the churn actor). As sta members fndnew positions either internally or externally, employers in turn are orced to fndreplacements or those losses. These transitional replacements will trickle downthrough the structure – creating opportunities or candidates at the lower salary levelsas employees at the higher levels move up.

Focus on Leadership & sot skills

Another shit we are noticing is or transitions to be made by employees who wereworking at companies who ailed to adequately manage sta management issuesthroughout the recent economic downturn. In many cases, this downturn highlightedto sta how important it is that their employer shows a level o care and commitmentthrough tough and testing times. Employers who managed lay-os poorly, or diddamage to sta relations through the placement o unreasonable work demandsare now starting to experience increased turnover in a recovering market where newopportunities are appearing.



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Job Stability vs Career Progression

During the difcult economic conditions o the past 12-18 months, the naturalinclination o employees has been to stay in the job they currently possess, rather thantake the risk o making career changes in a time o signifcant market volatility.

With a large number o cutbacks, and cost reducing layos, the candidate pool becameinused with workers who were looking to get back into the work orce.

Accordingly, during that period we saw a proportionately high amount o people

without jobs looking to secure new positions. That may be starting to change. Over thelast ew months more applications are being received rom candidates who alreadyhave a job, and are looking to take the next step in their career.

Generally speaking, a large group are “passively seeking” opportunities (as opposedto actively trying to fnd the frst job they can get). They are interested in whatopportunities are out there, without necessarily being disillusioned by their currentemployer. The nature o the recent market slump has led many employees to sacrifcepay increases or career advancement or the sake o job stability.

In some cases employers have taken advantage o this by renegotiating salary terms

in their avour, or placing a greater burden on their employees through reduced headcount. In most cases however, employees are comortable that these stances were inline with the market conditions, and that steps taken to reduce costs were necessaryor the business at the time.

With the market conditions continuing to improve however, and both employers andemployees alike beginning to eel more confdent about the conditions ahead, manyworkers are looking to make up or lost time.

International Banks are still experiencing some head count restrictions

Whilst local businesses continue to progress ollowing a disappointing 2009, bankswith overseas head ofces continue to struggle. Banks with large stakes in Europeare being aected by economic downturns there, and in spite o reasonably buoyantconditions locally, are still experiencing head count reezes as their international headofces look at cost reduction strategies.

Many employees within international banks are beginning to believe that the grass maybe greener elsewhere. Pay reezes and a reduction in the opportunities or promotionbecame the norm over the past 12 months, a act that was accepted by the majority o employees. With market conditions improving locally, many employees in internationalbanks are reluctant to accept continued career stagnation again. With opportunities

beginning to appear elsewhere, it will be difcult or these banks who may be beginningto see a turnaround locally, to ask their sta to continue to wait or expected payincreases and career advancement as their struggling parent companies look to shore uptheir declining proft margins in challenging international economic conditions.

Supply Factors

“both employersand employeesalike arebeginning to eelmore confdentabout the

conditions ahead”



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“we expect theow o Australianbanking & fnance

proessionalsto internationaldestinations to

remain steady,rather than aood.”

Over the last ew months we have seen some successes by local human resourcedepartments in their eorts to get sign o on recruitment expenditures, but the actremains that or many international banks, getting quick turnaround times or keyrecruitment decisions remains an uphill battle.

Big Four chartered frms increasing their recruitment intake

In 2009 we saw a signifcant decrease in the graduate intake by the major accountingservices frms, as the Big Four reduced their intakes in response to the sluggish globaleconomy.

With the economy showing sustained improvements in most areas however, it appearsthat the Big Four chartered frms will be looking to increases the size o their intake in2010/11. As one o the key indicators o the overall health o the recruitment market,this is great news not only or graduates, but or the industry as a whole.

The push by the Big Four to broaden the base o backgrounds rom which thecandidate pool is drawn also looks set to continue, with an increasing number o graduates being taken rom non-traditional accounting areas, such as engineering orthe social sciences.

This trend reects the changing ace o modern accountancy – where to succeed anemployee requires not only a degree o technical competency, but also a wide range o communication, interpretation and inter-personal skills.

Overseas Supply

Australia continues to be a destination o choice or seasonal workers, particularlyrom the UK market via either the 417 visa (working holiday) or 457 visa (whichrequire an employee to be sponsored by an employer or the duration o their stay).Similarities in culture, liestyle consideration and the general robustness o the AussieDollar combine to make working in Australia an attractive proposition.

Conversely, in 2009 we saw a reduction in the amount o Australians travelling towork overseas, largely due to the even greater volatility experienced in internationalmarkets when compared to our own. Over the last ew months we have begun to seesome evidence o this changing, with London and Asia in particular showing somesigns o recovery. O course, until the European economy stabilizes, we expect the owo Australian banking & fnance proessionals to international destinations to remainsteady, rather than a ood.

We also continue to see an increasing ow o candidates who have entered thecountry through the permanent stream o the Federal Government’s General SkilledMigration Program, which the Government has increased over the years in an attemptto redress the imbalance between temporary and permanent skilled migration - apolicy rom which we are now starting to see results.



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Sector Notes

Retail Banking

The retail banking sector remained airly steady throughout the recent downturn, andindeed, many o the larger players ound themselves in a position to enhance theiroerings through growth or acquisitions. The demand or Analysts, Accountants,Project Managers, and Operational Risk Managers remains strong. Internal restructures,along with recent acquisitions have created many opportunities within this sector, andthe stability o the companies, along with their ability to pay highly competitive ratesor the right candidates, continues to make this sector one o the most sought ater.

Investment Banks

Ater a stagnant period o recruitment, uelled in part by contraction within the sector,we are starting to see increased levels o activity rom within the investment bankingsector. The demand or high calibre candidates has defnitely picked up, but they acesti competition or the most accomplished talent rom an aggressive and competitivecorporate sector. We know that historically the banks who are able to leverage theirprestigious employment brands and have an ability to oer attractive remunerativepackages will be in a good position to attain the very best. Opportunities across theboard with salary ranging anywhere rom $80K-$200K are starting to appear, and sta currently working in the industry, who managed to retain their positions throughout

the downturn seem in particularly high demand.

General Financial Services

This is currently one o the busiest sectors in the marketplace with consistentdemand or Reporting Managers, Business Analysts and Project Managers. Demandor compliance and governance sta remains steady, with a signifcant upsurge inanalytical, ‘value-adding’ roles. Management Accountants and Financial Analysts withstrong communication skills that can partner with a business will fnd plenty o solidopportunities here. Industry experience remains at a premium, and there are plenty o emerging opportunities at salary levels ranging rom $80K-$160K.

“we are startingto see increasedlevels o activityrom withinthe investmentbanking sector.”



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“we canexpect the

battle or thebest talent to

be ferce.”

Skills Highlights

Increase In Back Ofce & Operational Demand

The last ew months have seen increased activity in back and middle ofce operations asemployers try to regain momentum lost over the past year, with demand being drivenin many instances by companies looking to replace the operational capacity they wereorced to cut during the downturn. Opportunities within Custody, Wealth Management,Stockbroking and Funds Management are on the rise. Candidates with experience inTrade Support, Corporate Actions and Operational Management are also in demand.With most companies still operating at stafng levels below what they experiencedprior to 2009, this sector promises to remain busy throughout the year.

Fund Accounting and Analytics

There has been considerable change within Investment Accounting driven by regulatoryand legislative changes, most notably new TOFA (Taxation o Financial Arrangements)legislation. Employers in this area are seeking experienced Fund Accountants who alsohave an understanding o key tax principles. Critical projects that had been put on holdduring the GFC due to cost cutting are being revisited, causing an upswing in demandor contractors with specialist skills primarily ocusing on unit pricing process controls.With more Fund Managers outsourcing their Fund Accounting divisions, Custodiansare reviewing their operational capabilities and aggressively competing or these

signifcant contracts that will drive their respective businesses in the coming years. Todrive this more strategic long term plan, there have been some key business leadershipappointments and a noticeable ight to quality with a willingness to compete on alllevels or the best talent in the market, which the Investment and Retail Banks have notseen or some time. It is a very exciting time or this high growth industry.

Operational Risk and Credit Risk Skills Shortage

Most Risk proessionals (enterprise wide) who secured new roles in quarter two receivedsignifcant pay uplits, with those possessing niche, in-demand skill sets routinelyoered base salary increases o up to 30 per cent. It was the savvy employers who were

able to react quickly, as competitive counteroers became commonplace. Guaranteedbonuses remained uncommon throughout quarter two. Operational Risk with ront-toback investment bank exposure has been highly sought ater on the operational riskside, as frms sought proessionals with strong ramework development experience. Agood understanding o trading products was also valued.

With companies looking to sustain a strong deence against urther marketdeteriorations, one area likely to suer rom a shortage o qualifed candidates is CreditRisk. With both the big banks and the major fnancial services frms identiying utureneeds within the Credit Risk arena, and a limited supply o experienced candidates,

we can expect the battle or the best talent to be ferce. Good applicants rom CreditRisk backgrounds look set to remain in strong demand over the next 12 months, andmay well fnd themselves in a position o receiving multiple oers rom a variety o interested parties. In this scenario, upward pressure on wages can be expected.



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“In thisenvironment,we usually seeupward pressureon salaries”

Future Trends

Increases in Multiple Oers

Evidence is pointing toward increased competition or top tier candidates.Proessionals with strong technical capabilities, strong communication & inuencingskills, with relevant industry experience are beginning to see multiple oers rom frmswho are keen to attain their services, particularly at the $70K-$140K level.

Whilst this is only happening or the top tier right now, history suggests we canexpect to see this expand in the coming months. As the demand or talent becomesmore pressing, and the candidate pool becomes less deep, we’ve generally experienced

companies becoming more competitive in their eorts to acquire new sta. Firms thatpreviously missed out on talent due to slow recruitment processes, or deated salaryoers, will now need to adjust their practices to better compete in the changing marketplace. Candidates who previously were happy to be oered a job begin to receive severaldierent oers when looking or work, and can accordingly become more discerning.

In this environment, we usually see upward pressure on salaries, particularly in marketsectors where supply is low. Just as importantly however, the companies who win thewar or talent in highly competitive markets are the ones with streamlined recruitmentprocesses. In environments where a talented potential employee is felding numerousdierent options, the ability to make decisions, adjust terms or allay concerns quickly isoten more important than the numbers themselves.

Re-structuring o bonuses and LTI’s

For banks that had structured their salary packages around share options and long termshare considerations, the recent downturn in the economy presented some interestingchallenges. With targets across the board that the economic conditions o the time madeimpossible, and share options set at prices well above the value o the shares, the value o many Long Term Incentives (LTI’s) became negligible. As rewards or good work they wereno longer valuable. As incentives or retention, they also lost their lustre.

Accordingly, many businesses have begun to restructure salary packages around thesenew conditions. Creative companies however are using this as an opportunity. Rightnow share prices may be deated as a result o the recent economic climate. Withbusiness confdence improving, the expectation in many sectors is that share prices willsoon return to normal. This gives employers a short window in which they can tailorincentive schemes through which their sta can receive excellent value. We have seenthis already take place in a number o companies – with a particular ocus o courseon the senior levels.



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“The majorchallenge acingemployers over

the next 12months will

almost certainly

be retention.”

Retention remains a major challenge or employers

The major challenge acing the fnancial institutions over the next 12 months willalmost certainly be retention. With the market picking up, and confdence improvingwe can expect employees who have oregone pay increases over the last year or so tostart looking more earnestly at the job market.

Whilst there are opportunities here or employers to acquire new talent, the dangerwill o course be in losing their own existing talent base. Many employers have alreadyrecognised this, and have begun to make plans around pro actively ameliorating their

employees’ salary concerns, with the intention o limiting stafng losses in a morecompetitive employment market.

Just as important however is an employer’s ability to address the non-remunerativeside o the employment equation; sta interaction, leadership and work/lie balance.By and large these issues were put on the back burner over the past 12 months, ascompanies ocused on cost reduction and the implementation o business survivalstrategies. With that period coming to an end, smart employees are now askingquestions o their leadership teams. Are they able to articulate a vision or the nextyear? Are they willing to address concerns about stafng levels and employee atigue?Will the sacrifces made during the last year be rewarded during annual reviews?Businesses unable to provide satisactory answers to these questions may soon fndthemselves in danger o losing key personnel.



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“increasein activitysupports whatwe are seeingfrst hand inthe market”

Ambition Accounting Jobs Index

Notes on the Ambition Accounting Jobs Index

2009 was a challenging period in the accounting recruitment sector, with the indexremaining below 200 or the almost the entire year.

A stronger start to the 2010 quarter is reected in the index, with the subsequentdecline in business confdence due to uctuations in the European economy showingin the dip during the April/May months.

There were encouraging signs at the end o the last fnancial year however, with the

index climbing above 200 or the frst time in over 12 months. This increase in activitysupports what we are seeing frst hand in the market, and there is cause or cautiousoptimism that the overall trend is moving toward that o the “U shaped recovery”predicted by economists ollowing the downturn in 2008/09.

Note: The index started at 100 in May 2003.

Accounting Jobs Index - Seasonally Adjusted

07/08 09/08 11/08 01/09 03/09 05/09 07/09 09/09 11/09 01/10 03/10 05/10 07/10

400

350

300

250

200

150

100

50

0

378

348354

312

292

251

233215

197186 184

163 171 164185

172 173157

179196 191

180 184201

214



PAGE 14



Salary GuideBanking & Finance Professionals

Banking Years o Experience

Annual SalaryRange (AU$)

Operations Management

Head o Operations 10+ years 160K-200K

Manager 7 - 10 years 110K-150K

Team Leader 4 - 6 years 80K-110K

Analyst 2 - 4 years 50K-80K

Perormance Analytics

Manager o Perormance 10+ years 130K-160K


Senior Analyst 4 - 6 years 80K-100K


Relationship Management

Head o Sales 10+ years 200K+

Relationship Manager / BDM 7 - 10 years 140K-180K

Assistant Relationship Manager 4 - 6 years 90K-130K

Research

Head o Research 10+ years 250K+




Corporate Finance

Director/Head o Corporate Finance 10+ years 300K+

Associate Director 7 - 10 years 160K-200K





PAGE 15


Banking Years o Experience


Corporate Actions

Head o Corporate Actions 10+ years 130K-160K




Portolio Administration

Head o Administration 10+ years 90K-120K



Ofcer 2 - 4 years 50K-65K

Treasury Operations

Head o Operations 10+ years 150K-200K

Manager - Derivatives 7 - 10 years 100K-130K

Manager - Fixed Interest 7 - 10 years 100K-130K

Manager - FX/MM 7 - 10 years 100K-130K

Team Leader - Derivatives 4 - 6 years 75K-95K

Team Leader - Fixed Interest 4 - 6 years 75K-95K

Team Leader - FX/MM 4 - 6 years 75K-95K

Ofcer / Treasury 2 - 4 years 50K-65K

Equity Operations

Manager 10+ years 90K-125K


Settlements 2 - 5 years 50K-70K

Sponsorship / Bookings 2 - 5 years 50K-70K

The fgures or the Banking and Finance sector are ranges expressed as TCE (Total Cost o Employment) packages.

Cash + Superannuation, excluding Short Term Incentives. These vary according to organisationalsize and sector and the individual circumstances o both the job seeker and employer.

Positions are described by years o postgraduate experience and ranges o $AUD.



PAGE 16



Salary GuideBanking & Finance Professionals

Risk, Audit & Compliance Years o Experience


Chie Risk Ofcer 15+ years 300K+

Credit Risk

Head o Credit Risk 10+ years 250K+




Operational Risk

Head o Risk 10+ years 250K+




Market Risk

Head o Risk 10+ years 250K+Manager 7 - 10 years 150K-200K



Audit

Head o Internal Audit 10+ years 200K-250K

Audit Manager 7 - 10 years 140K-180K

Senior Internal Auditor 4 - 6 years 90K-120K

Internal Auditor 2 - 4 years 70K-90K

Compliance

Head o Compliance 10+ years 250K+

Compliance Manager 7 - 10 years 120K-180K

Senior Compliance Analyst 4 - 6 years 80K-120K

Compliance Ofcer 2 - 4 years 60K-80K



PAGE 17


Accounting & Finance Years o Experience


CFO/Divisional Finance Director 15+ years 300K+

Tax

Head o Tax 10+ years 250K+

Tax Manager 7 - 10 years 150K-190K

Senior Tax Accountant 4 - 6 years 90K-140K

Tax Accountant 2 - 4 years 70K-90K

Financial Reporting

Senior Finance Manager 10+ years 170K-220K

Finance Manager 7 - 10 years 120K-160K

Senior Accountant 4 - 6 years 100K-120K

Accountant 2 - 4 years 80K-100K

Management Reporting

Divisional Controller 10+ years 200K-240KPlanning & Analysis Manager 7 - 10 years 160K-200K

Senior Financial Analyst 4 - 6 years 110K-150K

Financial Analyst 2 - 4 years 80K-110K

Product Control

Head o Product Control 10+ years 180K-230K

Manager Product Control 7 - 10 years 140K-170K

Senior Product Control 4 - 6 years 110K-130K

Product Control 2 - 4 years 80K-100K

Fund Accounting

Head o Fund Accounting 10+ years 170K+

Senior Fund Accounting Manager 8 - 10 years 130K-160K

Fund Accounting Manager 6 - 8 years 100K-130K

Senior Fund Accountant 4 - 6 years 80K-10K

Fund Accountant 2 - 4 years 60K-80K

The fgures or the Banking and Finance sector are ranges expressed as TCE (Total Cost o Employment) packages.

Cash + Superannuation, excluding Short Term Incentives. These vary according to organisationalsize and sector and the individual circumstances o both the job seeker and employer.

Positions are described by years o postgraduate experience and ranges o $AUD.



PAGE 18



“we havethe greatest

exposure to thebest availablecandidates inthe market.”

Ambition Technology

Ambition Technology, based in Sydney and Melbourne, is structured to mirror theIT departments o its National portolio o clients, with three dedicated teams o consultants ocusing on Applications, Business Inormation and Inrastructure.When you need a resource we have the greatest exposure to the best availablecandidates in the market. “We are actively involved in the Technology market, we know what’s happening, where and with whom. You receive information to allow you tostay competitive and ahead of the curve.”

Andrew CrossManaging Director – Ambition [email protected]

Ambition Finance

Ambition Finance specialises in the recruitment o permanent and contract Accounting,Banking & Finance Proessionals. With ofces in Sydney, Parramatta, Melbourne andBrisbane. “With our knowledge, networks and expertise we have access to both active and passive candidates and exciting career opportunities with leading institutions.”

Gavin HouchellManaging Director – Ambition [email protected]

Talent Services Team

The Talent Services Practice within Ambition Finance consists o a team o dedicated‘Talent Consultants’. Providing specialist advice and assistance to banking & fnanceproessionals, our objective is to partner with you as a trusted advisor to ensure youhave the necessary skills, knowledge and networks to achieve your uture aspirations.

We manage and tailor our oering to a number o specialist network groups and oer:• Career planning, appraisal support and interview guidance

• Networking events and talent development workshops

• Market newsletters, key trends and salary reports

• Key industry and client inormation

• Exposure to specialist recruitment Consultants

Specialist network groups include: 1st movers CA’s, International QualifedAccountants, Audit, Risk & Compliance, Product Controllers, Fund Accountants,Banking and Operations and more.

For more inormation on joining one o our specialist network groups and broaderservices oered by the Talent Services team contact Emma Collins – Manager, TalentServices on (02) 9249 5062 or [email protected]

About Ambition



PAGE 19




SydneyLevel 5, 55 Clarence StreetSydney, NSW 2000Tel (02) 9249 5000

MelbourneLevel 36, 140 William Street

Melbourne, VIC 3000Tel (03) 8629 1000

ParramattaLevel 4, 3 Horwood PlaceParramatta, NSW 2150Tel (02) 9633 7300

BrisbaneLevel 7, 410 Queen StreetBrisbane, QLD 4000Tel (07) 3211 9333

www.ambition.com.au

Hong Kong1202 – 1205 Alexandra House18 Chater RoadCentral, Hong KongTel (852) 3101 3066

www.ambition.com.hk

Singapore65 Chulia Street#39-05/06 OCBC CentreSingapore 049513Tel (65) 6854 5600

www.ambition.com.sg

London13 Southampton PlaceLondon WC1A 2ALTel (44) 20 7404 4004

www ambition co uk

AccountAbility - SydneyLevel 5, 55 Clarence StreetSydney, NSW 2000Tel (02) 8296 5300

AccountAbility - MelbourneLevel 36, 140 William Street

Melbourne, VIC 3000Tel (03) 8629 1300

AccountAbility - ParramattaLevel 4, 3 Horwood PlaceParramatta, NSW 2150Tel (02) 9633 7300

AccountAbility - BrisbaneLevel 7, 410 Queen StreetBrisbane, QLD 4000Tel (07) 3009 6100

www.AccountAbility.com.au

ambitionCareers Recruitment and ContractingAccounting, Finance and Technology

ambition market trends spring 2010 banking & finance

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