• 金融服务：猎头和人才咨询

在
瞬息万变的金融服务环境中释放员工的力量。

我们拥有经验丰富的金融服务招聘专家组成的广泛网络，可为贵组织提供领导力咨询服务和人才搜索解决方案，助其取得成功。

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金融服务猎头与人才专家

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我们经验丰富的金融服务团队为全球领先的金融机构提供高级招聘服务和人才咨询解决方案。

无论您是成熟的全球零售银行服务提供商、数字支付企业还是获得风险投资的金融科技公司，我们的专业人员网络都随时准备帮助您释放人才的力量。

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知识渊博的金融服务专家

我们对金融行业的资源配置挑战和人才目标有着深刻的理解。 我们的丰富经验包括以下领域

替代品
全球银行业务
资产管理
保险
零售财务管理
市场
金融科技
财富管理

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金融服务

25 年来，广泛的网络和专业知识使我们成为该行业值得信赖的顾问

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咨询与专业服务

帮助全球和新兴咨询公司实现转型变革

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技术

为初创企业、大型企业和上市科技公司打造执行团队和董事会

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实物资产

通过人员和人力资本战略实现企业转型

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私募股权投资

与 PE/VC 支持的企业和投资组合公司合作，帮助他们制定快速增长战略

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认识团队

Finlay Webb

Associate in Global functions

Raj Singh

Senior Research Analyst

Zoe Carswell

HR Director

金融服务中的多样性与包容性：为职位聘用最佳人选

在谢菲尔德-霍沃斯，我们在每一次人才招聘中都优先考虑多样性和包容性。我们的方法确保减少选择偏差，并强调金融服务行业内多元化视角的重要性。在寻求高级人才时，我们致力于找到最适合该职位的候选人，无论其背景如何。

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要了解最新的私募市场关键主题、趋势和高级人才动向，请在此注册。

联系信息

  • 电话：+212 542 0366
  • 电子邮件：+INFO@AMWPR.COM
  • 美国纽约州纽约市百老汇 222 号

来自谢菲尔德-霍沃斯的更多信息

猎头与临时

组织与领导 咨询

人才智力

组织变革 管理

我们的见解

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

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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 […]

….
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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， […]

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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 […]

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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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