McGregor Boyall Associates International Expansion Sarah Greensmith – Head of Practice, Commerce & Industry Lucy Frost – Director, Talent Management November 2014c

Overview Our history Sectors and disciplines Background to international expansion Setting up Legal & Compliance issues Hiring oversees Lessons learned Future plans

Privately owned Currently 130 people based across UK and International offices London (1987) Singapore (2011) Dubai (2012 ) Edinburgh (2012) Manchester (2014) Our history

Sectors and disciplines Originally focused on Financial Services Technology Now Multi-sector and Multi-discipline FS Technology Multi- Sector - Banking - Commerce & Industry Multi- Discipline - BI - Change - Compliance - Finance - Human Resources - Technology - Marketing - Procurement - Risk - SAP

Background to international expansion Why grow internationally?  2011 saw decline in UK markets, especially Banking and FS  2009 / 2010 saw an appetite from some of our key clients to recruit in Hong Kong  Strong client / knowledge base in UK to leverage from  Desire to have a global brand  Increase company profits Why Singapore & Dubai?  Competitors had established business in Singapore in 2008 / 2009  Buoyant markets  Perm focused business, so quicker return on bottom line  Higher margins and traditional recruitment methods

Setting up Finding the right people to lead the office  High level networking/referrals  Recruitment campaign Engaging with a contractor management company  To oversee set up and ongoing administration management (Singapore only)  Research and recommendations, which lead us to CXC Understanding legal and compliance issues  Agency License  Employer contracts  Work permits Deciding on the start up model  Employer brand  How many hires? What sectors? Quick wins

Legal & Compliance issues Employment Agency Licence  Restrictions to deal size depending on licence Work permits  An Employment Pass is required for all employees that do not have permanent residency in Singapore  Criteria for EPs is generally based on employees being degree holders and / or 10 relevant years experience and earning 15k SGD per month Ministry of Manpower (MOM)  All employees have to be registered  A duty to ensure that you combine local hires with UK nationals  Job title restrictions Employment contracts Benefits  Health insurance from day one of employment

Hiring overseas What did we need?  Local and expat talent  Knowledge of local markets  Experienced recruiters with strong networks  Strong BD / Client facing skills Issues faced  Unknown brand in Singapore  New start up, so high risk  Cold desks  Flat structure / no shape

Hiring Overcoming the issues  Attractive commission and financial packages  Strong international client base to leverage from  MD has client relationships in place / well networked  Flat structure / no shape Our Recruitment Approach Key Hire NetworkReferralRec2Rec

Lessons learned Investment  Time  Money Business model  Market focus  Accounts versus BD  Team identity Recruitment  Took two phases of recruitment to get the right people Support  Internal communications  Back office administration

Future plans Further UK regional expansion Developing capability within Africa markets Continue to build on C&I growth within UK Building new services (HR, Professional Services) Investment in our internal infrastructure to support a global culture  Shared values  Better communication channels  Global mobility

Shared Values

Questions?