London's top financial services headhunters 2008

9 September 2008

1 minute read

London's top financial services headhunters 2008

Ever wanted to know which firms dominate financial services headhunting in London? Look no further. The ranking below is from the Executive Grapevine's latest annual review of the executive search market. Percentage figures are for market share.

Let us know if you think they've left anyone out. Bear in mind that this list only includes executive search firms. Contingency recruiters operating in the financial services space don't feature.

1. Heidrick & Struggles (UK) (5.5%)

2. Spencer Stuart & Associates (5.2%)

3. Principal Search Ltd (4.6%)

4. Russell Reynolds Associates (UK) (4.5%)

5. Egon Zehnder International (4.0%)

6. Odgers Ray & Berndtson (3.6%)

7. Whitehead Mann Partnership LLP (3.5%)

8. Hogarth Davies Lloyd (3.4%)

9. Kinsey Allen Consulting (3.0%)

10. Sheffield Haworth Ltd. (2.9%)

11. The Rose Partnership (2.8%)

12. Global Sage (2.7%)

13. Execuzen (2.6%)

14. Blackwood Group (2.4%)

15. Napier Scott (2.2%)

16. Sainty Hird & Partners Ltd (2.1%)

17. Sammons Associates (2.0%)

18 Whitney Group Ltd (UK) (1.9%)

19= Korn/Ferry International (UK) (1.8%)

19= Hammond Partners (1.8%)

Source: Executive Grapevine

AUTHORSarah Butcher

Global Editor

su
sunagunbegi
30 December 2008
How can I introduce my self to these headhunters?
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Ca
Canary
10 December 2008
Aka, Information Technology. Please tell me why Korn/Ferry should be top? This is a UK financial services survey, not a US industrials survey where there revenue comes from! Korn/Ferry in Europe in financial services only has a minimal presence!
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Ak
Aka
1 December 2008
Korn/Ferry in 19th? It should be one of the leaders. What about Options Group, which is focused on financial markets and is not in the list??? I would like to see the methodology used to prepare this list.
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Al
Alex
20 October 2008
Any list for Asia equities?
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Ro
Rob
15 September 2008
Helpful perhaps to clarify inaccuracies / misunderstandings about 'retained' v. 'contingency' work:
1. Headhunters normally work on a retained basis, ie. have a formal mandate from a Client , which typically includes an up front financial commitment to the project.
2. Contingency recruiters only get paid on results - ie fees to be earned are simply contingent on filling the vacant position.
3. Wrong to say that headhunters don't advertise; Search involves targetted research work (desk, phone, web or data based) as a means of identifying potential candidates - call it the Proactive approach. Selection (more of a Reactive approach) is where such roles are advertised (often client paid) and a shortlist of candidates drawn up from respondents, for consideration by the engaging client.
4. Furthermore, headhunters will often present short-lists to clients having used a combination of methodologies - candidates identified through Search and Selection processes - the best from both put forward.
5. Headhunter or Contingent recruiter, misrepresentation to candidates is the big problem. Don't claim to be retained when you're not and, there are (some) good Contingency operators around.
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