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Insights

In our Insights blogs and videos, our team share their latest thoughts on all aspects of personal and corporate development: from defining a culture to identifying tomorrow’s leaders…and much more. If you’d like to discuss any aspect, please contact us.

Latest Insights

职业生涯的关键时刻：蒂姆-谢菲尔德（Tim Sheffield）采访连续创业者、技术专家和包容性倡导者斯林-马迪帕利（Srin Madipalli

在本期节目中，谢菲尔德-霍沃斯公司（Sheffield Haworth）董事长蒂姆-谢菲尔德（Tim Shef […]

通过更新您的技术堆栈来提高影响力。这里有一个 10 步框架

如果 “维持正常运转 “实际上会危及公司的未来，那该怎么办？在当今无情的数字化环境中， […]

职业生涯关键时刻的领导力洞察 梅登公司非执行主席格雷厄姆-里奇韦访谈录

我们最近采访了 Graham Ridgway，他是一位经验丰富的企业软件公司董事长兼顾问，专注于帮助国内和国际 […]

职业生涯的关键时刻：对话劳埃德银行集团保险、养老金和投资首席控制官迪皮-麦柯南（Dipi McKernan

在我们的 “职业生涯关键时刻 “系列访谈中，我们采访了一些杰出的领导者，揭示了那些影响 […]

职业生涯的关键时刻对话弗朗西斯-丹尼

谢菲尔德哈沃斯公司常务董事、公司社会经济多元化工作组负责人弗朗西斯-丹尼（Fran）分享了生活经历和长期关系如 […]

在不确定的监管准则和日益加剧的气候事件中指导气候风险披露

SH 2025 变革视角咨询公司 自 2025 年初以来，地缘政治的重点已经转移，重新关注国防预算、通货膨胀控 […]

职业生涯的关键时刻Bboxx 集团首席执行官 Anthony Osijo

作为谢菲尔德-海沃氏 “职业生涯关键时刻 “系列的一部分，我们采访了一些高级领导者，他 […]

欧盟人工智能法案如何影响您所在的行业以及关键日期

欧盟的《人工智能法案》（AI Act）是一项具有里程碑意义的法规，旨在确保人工智能技术的开发、部署和使用符合道 […]

Justain Bracken 博士的关键职业时刻

汤姆-格兰杰（Tom Granger）采访，谢菲尔德-霍沃斯（Sheffield Haworth）。 Just […]

职业生涯的关键时刻：塑料能源公司首席执行官伊恩-坦伯顿（Ian Temperton）接受谢菲尔德霍沃斯公司清洁技术业务主管奥利-史密斯（Ollie Smith）的采访

作为 “职业生涯关键时刻 “系列报道的一部分，我们采访了行业领袖，了解塑造他们职业生涯 […]

White Papers

Navigating the Recalibrated FRTB-IMA Landscape

The economics of market risk capital have fundamentally […]

MGA Market Review – September 2025

The MGA market continues to expand rapidly as new opera […]

Sheffield Haworth Insurance Talent Review (2025–2026)

The insurance market continues to evolve as leadership […]

Political Violence & Terrorism

Political Violence & Terrorism is becoming an incre […]

H1 2026 Global Infrastructure Report

Hiring across global infrastructure remained active in […]

ESG – Investment Management – Q2 2026 Review

Momentum is continuing to build across the ESG and Resp […]

The FCA’s final rules for the UK Cryptoasset Regime

The FCA’s final rules bring cryptoasset activity within […]

Coaching and Leadership Transitions

New research confirms what many organisations learn too […]

Digital Consulting for Defence: Securing the Leaders to Scale Defence Digital Services

Defence is being rewritten in digital services. As gove […]

Political Violence and Terrorism: An Evolving Line of Insurance in a Complex World

Recent events in the Middle East have put Crisis Manage […]

Further Insight Reports

Financial Services

通过更新您的技术堆栈来提高影响力。这里有一个 10 步框架

如果 “维持正常运转 “实际上会危及公司的未来，那该怎么办？在当今无情的数字化环境中， […]

网络研讨会：以身作则

本网络研讨会探讨了榜样在促进印度金融服务行业女性领导力方面的影响。资深人力资源和行业领导者将在研讨会上讨论个人 […]

开启创新：阅读障碍和思维障碍如何提高工作效率和领导力

神经多样性作为金融服务业的优势日益得到认可，许多公司在聘用和支持神经多样性人才方面处于领先地位。在纪念阅读障碍 […]

对新一代人工智能的战略投资：引领金融服务的未来

生成式人工智能，尤其是大型语言模型（LLM）的快速发展正在重塑各行各业，金融服务也不例外。作为该领域的高管，问 […]

人工智能影响私募股权公司人力资本需求的 6 种方式

据高盛研究公司（Goldman Sachs Research）称，将人工智能生成工具纳入私营企业和公共部门组织 […]

迪拜投资管理交流活动

上周，我们在迪拜丽思卡尔顿酒店的日光花园举办了年度投资管理交流活动。

聚焦环境、社会和治理与可持续发展 小组讨论

主持人Apex ESG 总监 Maria Merry del Val

英国保险市场人才报告–2023 年第三季度

谢菲尔德霍沃斯保险与保险科技董事总经理尼克-罗斯科（Nick Roscoe）撰文

英国保险市场人才报告–2023 年第二季度

谢菲尔德霍沃斯保险与保险科技董事总经理尼克-罗斯科（Nick Roscoe）撰文

谢菲尔德海沃氏保险论坛–与创始人马克-赫胥黎对话_第二部分

我们的保险业务常务董事尼克-罗斯科（Nick Roscoe）与马克-赫胥黎（Mark Huxley）对话

Leadership

职业生涯的关键时刻Bboxx 集团首席执行官 Anthony Osijo

作为谢菲尔德-海沃氏 “职业生涯关键时刻 “系列的一部分，我们采访了一些高级领导者，他 […]

您的组织是否在无意中将顶尖女性人才拒之门外？了解如何留住她们

企业界正在努力应对一个令人不安的趋势–有成就的女性领导者的离职率超过了她们的男性同行。在某些情况下 […]

人才智能和继任规划：确保组织的连续性

继任规划对于组织的可持续发展至关重要，它可以确保关键管理人员离职时的无缝过渡。人才智力在这一过程中发挥着至关重 […]

人才智能在高管寻聘中的作用

Executive search plays a pivotal role in identifying an […]

未来的首席执行官角色：在创新时代引领业务转型

在创新时代引领企业转型

加速企业成功：培养高绩效团队的策略

在当今快节奏、竞争激烈的商业环境中，建立高绩效团队是企业取得卓越成果的战略需要。这些团队能够提高生产力和效率， […]

利用数据分析实现人才智能

In today’s data-driven world, organizations acros […]

你必须做一些有意义、有影响的事情

与 PlanetWatchers 首席执行官 Dominic Edmunds 的问答 在谢菲尔德-霍沃斯（Sh […]

领导力就是要提出愿景，让人们信服

与 Agilico 首席执行官 Simon Davey 的问答 Agilico 是一家工作场所技术企业，为约 […]

全球人才咨询公司谢菲尔德霍沃斯加入加密谷协会，拓展金融科技业务

谢菲尔德哈沃斯很高兴地宣布，我们最近加入了加密谷协会（Crypto Valley Association）。

Technology

通过更新您的技术堆栈来提高影响力。这里有一个 10 步框架

如果 “维持正常运转 “实际上会危及公司的未来，那该怎么办？在当今无情的数字化环境中， […]

Justain Bracken 博士的关键职业时刻

汤姆-格兰杰（Tom Granger）采访，谢菲尔德-霍沃斯（Sheffield Haworth）。 Just […]

气候技术 2025》：从绿色炒作到务实商业

在经历了创纪录的资本募集和对无碳未来的豪言壮语之后，气候技术行业正准备迎接一段调整期。随着 2024 年的动荡 […]

对新一代人工智能的战略投资：引领金融服务的未来

生成式人工智能，尤其是大型语言模型（LLM）的快速发展正在重塑各行各业，金融服务也不例外。作为该领域的高管，问 […]

人工智能影响私募股权公司人力资本需求的 6 种方式

据高盛研究公司（Goldman Sachs Research）称，将人工智能生成工具纳入私营企业和公共部门组织 […]

进军数字服务超级联赛–前 Kainos 首席执行官 Russell Sloan 问答

在 IT 服务领域，凯诺斯享有盛誉。2023 财年，凯诺斯集团收入达到 3.748 亿英镑，同比增长 24%， […]

来自英国首家上市 B 公司的 “七星 “增长洞察–与 Kin + Carta 欧洲集团首席执行官大卫-塔克的问答

Kin + Carta 是一家全球性的数字化转型咨询公司，帮助世界上一些最大的企业解决其最大的技术、数据和数字 […]

为什么教育是释放新技术惠及全民的关键–与 Thoughtworks 行业领域全球主管 Ruth Harrison 的问答

露丝-哈里森（Ruth Harrison）是纽卡斯尔人，除了在总部位于芝加哥的软件开发组织和商业咨询公司 Th […]

追求不同的商业道路–与 Waracle 首席执行官 Chris Martin 的对话

在 LinkedIn 个人主页上，克里斯-马丁将自己描述为 “精力充沛、勇于冒险的软件男&#822 […]

与 Novocarbo 创始人兼首席执行官 Caspar von Ziegner 的问答

如何向市场推销一项鲜为人知、鲜为人知的绿色技术？卡斯帕尔-齐格纳（Caspar Ziegner）就是在这个问题 […]

Inclusion

谢菲尔德哈沃斯讲座–与塞缪尔-希普对话

谢菲尔德-哈沃斯神经多样性工作流负责人玛丽亚-梅尔库（Maria Merkou）与被诊断患有多动症的谢菲尔德- […]

谢菲尔德哈沃斯讲座–与塞缪尔-希普对话

谢菲尔德-哈沃斯神经多样性工作流负责人玛丽亚-梅尔库（Maria Merkou）与被诊断患有多动症的谢菲尔德- […]

开启创新：阅读障碍和思维障碍如何提高工作效率和领导力

神经多样性作为金融服务业的优势日益得到认可，许多公司在聘用和支持神经多样性人才方面处于领先地位。在纪念阅读障碍 […]

庆祝世界提高自闭症意识日：在金融服务中拥抱神经多样性

在金融服务中拥抱神经多样性

发现利用不同思想家的技能和才能所带来的变革性益处

(自闭症、保险、投资和神经多样性组织（GAIN）非常欢迎谢菲尔德-霍沃斯公司（Sheffield Haworth），这是一家全球人才咨询公司，在美洲、欧洲、中东和亚太地区设有 15 个全球办事处。

如何作为一个神经变异个体打造成功的职业生涯

与 GAIN 总经理 Vic Mazonas 的问答

Long COVID 如何影响神经多样性群体的工作？

最近的研究表明，神经变异者最有可能出现以中枢敏感化为特征的健康问题。

谢菲尔德哈沃斯多元化讲座

与 Firdaws Ariya、Sultan Adeshina 和 Dashom Addo 对话

“谁不想提高 140% 的生产率并节省 350 万个工时？

雇主改善神经多样性的实用步骤：与 Beyond Impact 首席执行官 Tara Cunningham 的问答

促进金融服务部门的社会流动性和多样性：重要见解和当务之急

上个月，我有幸参加了一个发人深省的人力资源论坛，与受人尊敬的专题讨论小组成员和行业领袖共聚一堂。这些富有洞察力 […]

CASE NOTE 01 | STRATEGY CONSULTING AND AI ADVISORY

Building an AI advisory practice for a global strategy consulting firm

Client: Global strategy consulting firm, name redacted.  

 Status: Confidential.

Context

Retained to help build the firm’s new AI advisory practice, a strategic growth priority. The mandate anchors the capability with senior product leadership.

Challenge

The brief pairs applied AI and software product depth with a record of originating and selling complex senior advisory work. Appointees have to operate credibly with chief product, technology and data officers, and with private equity technology teams.

Approach.

Built on a 12-month partnership with the firm, working as a retained search partner across the practice. We source senior product leaders who bridge applied AI, software product and advisory sales.

Outcome

Four senior appointments completed and three further appointments in progress, alongside more than 500 management consulting hires delivered across the practice.

Results

Senior appointments completed
0
Further appointments in progress
0
Consulting hires across the practice
0 +
Partnership length
0 months

CASE NOTE 02 | CONSULTING AND DIVERSITY

A five-year programme to build a female partner pipeline

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

Over five years we ran a series of executive searches and pipelines to build lasting engagement with senior female talent across the firm’s UK and Middle East practices.

Approach.

Success depended on the client giving additional time to engage female talent, flexibility on traditional career-path criteria, a supportive interview process with diverse interviewers and sponsors, and candidate access to senior leaders.

Outcome

Of 23 Partner appointments made since 2018, 65 per cent were female.

Results

Partner appointments since 2018
0
Female
0 %
Programme length
0 years

CASE NOTE 03 | TECHNOLOGY AND DIGITAL, DIVERSITY

Appointing female SAP leaders across EMEA

Client : Global technology and consulting firm, name redacted.  

 Status: Confidential.

Context

An EMEA-wide engagement in 2023 and 2024 to appoint female SAP leaders in finance and supply chain transformation.

Approach.

We mapped 143 female partner-level targets in SAP consulting across the region.

Outcome

Two female Partner appointments: an SAP Centre of Expertise Partner for Denmark, and a pan-European SAP market Partner.

Results

Female partner-level targets mapped
0
Female Partner appointments
0

EMEA

Region

CASE NOTE 04 | STRATEGY CONSULTING AND DIVERSITY

A global pipeline to diversify a regional consulting team

Client: Global management consulting firm (MBB), name redacted. 

 Status: Confidential.

Context

The firm set out to improve diversity in its Middle East consulting team at Partner-1 and Partner-2 levels. Regional diverse talent was scarce, so we recommended a global pipeline of candidates open to relocation.

Approach.

We searched Tier 1 and Tier 2 strategy firms and industry candidates with strategy backgrounds, built three pipelines by availability to relocate, and approached 13 per cent more female targets to balance the outcome.

Outcome

Every individual hired from the pipeline was gender diverse.

Results

Pipelines built
0
Additional female targets approached
0 %
Gender diverse hires from pipeline
0 %

CASE NOTE 05 | BUSINESS SERVICES, PRIVATE EQUITY BACKED

Executive talent partner through a year of transformation

Client: Global data and information services firm (PE-backed), name redacted.  

 Status: Confidential.

Context

Following private equity investment, this data and information services business appointed us as its executive talent partner for a year, supporting all senior hires through an accelerated transformation.

Approach.

A dedicated, account-managed team ran multi-geography searches across the Americas and Europe, with a gender-balanced senior team set as a defined metric and clear expectations on both sides to keep pace.

Outcome

33 appointments in 12 months, at a 52 per cent female and 48 per cent male balance, supporting the investor’s transformation of the business.

Results

Appointments in 12 months
0
Gender balance
0 % female
Engagement length
0 months

CASE NOTE 06 | STRATEGY AND OPERATIONS, PRIVATE EQUITY BACKED, CAPABILITY BUILD

A three-year build for a private equity backed consultancy

Client: UK strategy and operations consultancy (PE-backed), name redacted.

 Status: Confidential.

Context

With private equity funding in place, the firm wanted rapid growth without lowering its talent bar. We were engaged on a three-year programme.

Approach.

A dedicated, account-managed team delivered across multiple mandates: building Digital, Aerospace and Defence, and People and Change service lines, alongside a consistent senior pipeline.

Outcome

Over 60 senior hires. Partner-level gender diversity rose from 4 per cent to 20 per cent, including female Partners and Directors in new sectors: Defence, Energy, Transport and Aerospace.

Results

Senior hires (3 yrs)
0 +

4% to 20%

Partner gender diversity

New service lines built
0

CASE NOTE 07 | STRATEGY AND DATA ANALYTICS, CAPABILITY BUILD

Accelerated service line builds across ASEAN

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

The firm set out to accelerate its Strategy service line in ASEAN, a global growth priority, with the ambition to quadruple the practice over four years through multiple Partner hires and team lifts. A parallel programme grew its Data and Analytics practice in the region.

Approach.

A dedicated, account-managed regional team gave the programme ongoing momentum. The task was to convince top talent, including MBB Partners, to consider the firm as a destination for strategy work, working closely with sponsoring Partners to land preferred candidates. For Data and Analytics, we appointed a regional lead Partner first, then country Partners across Singapore, Malaysia and Indonesia.

Outcome

12 Partners appointed across Singapore, Indonesia and Malaysia, including a three-Partner team lift from an MBB firm, spanning restructuring and turnaround, consumer goods and retail, life sciences and healthcare, government and public sector, TMT, digital strategy and operations strategy. A follow-on engagement in MENA delivered four further Partner appointments across the UAE and Saudi Arabia.

Results

Partners appointed (ASEAN)
0
Team lift from an MBB firm
0 Partners
Follow-on appointments (MENA)
0

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