<h5 style="text-align: center;">Cedar would like to invite you to our upcoming exclusive business breakfast event!</h5>
&nbsp;
<h5 style="text-align: center;">Building a first-class credit management team.&nbsp;</h5>
&nbsp;
Join us at the prestigious Wolseley City private dining room for an exclusive breakfast event, where Cedar, alongside our esteemed partners at the CICM, will explore the intricacies of managing a high-performance credit management team. Together, we will tackle the following challenges prevalent in the credit market:
<ul>
<li>Exploring avenues for upskilling the team, including CICM qualifications, to enhance capabilities and expertise.</li>
<li>Addressing challenges and achievements in system implementation, automation, and process enhancements.</li>
<li>Effectively overseeing a top-tier credit team while nurturing a high-calibre organisational culture.</li>
</ul>
This is a great opportunity to connect with industry peers, gain valuable insights, and refine your credit management strategies.
Please RSVP to secure your spot, as space is limited, we encourage you to respond promptly.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/0ykjhmt5g5y3eejar9yryeq20cps" alt="" width="900" height="236">
&nbsp;
<a style="color: #115740;" href="https://www.cedarrecruitment.com/our-teams/prim-kambhato/">Prim Kambhato, Associate &ndash; PQ&amp;T</a>
e) <a href="mailto:primk@cedarrecruitment.com">primk@cedarrecruitment.com</a>
m) 0203 837 9025
&nbsp;
<a style="color: #115740;" href="https://www.cedarrecruitment.com/our-teams/jack-canning/">Jake Canning, PQ Finance &ndash; Credit Management</a>
e) <a href="mailto:jakec@cedarrecruitment.com">jakec@cedarrecruitment.com</a>
m) 0203 837 9021

Credit Management: Breakfast Event 

<h5 style="text-align: center;">Cedar would like to invite you to our upcoming exclusive business breakfast event!</h5>
&nbsp;
Hosted at the Wolseley City private dining room, we are thrilled to invite you to our breakfast event where Cedar is partnering with Andrew Page, Interim CFO of ISG, to delve into the journey of how he led Railsr/VC-backed Fintech through the process of a sale.
Andrew will share his invaluable expertise, discussing the highs and lows encountered during this transformative process. Following his presentation we will open a Q&amp;A providing a unique opportunity to gain insightful from a seasoned professional and network with fellow FD&rsquo;s and CFO&rsquo;s.
<img src="https://cdn.sourceflow.co.uk/ww7l9bs4r7t6wh6w7i2mk40cuv77" alt="" width="900" height="242">
​
Spaces are limited so we encourage you to register your interest as soon as possible to avoid disappointment
​If you would like to register your interest in this event or find out more please contact:
&nbsp;
<a href="https://www.cedarrecruitment.com/our-teams/george-campbell-wilson/">George Campbell Wilson, Associate - Finance&nbsp;</a>
e) <a href="mailto:georgecw@cedarrecruitment.com">georgecw@cedarrecruitment.com</a>
m) 0203 002 8058
&nbsp;
<a href="https://www.cedarrecruitment.com/our-teams/josef-aiston/">Josef Aiston, Associate Director - Finance&nbsp;</a>
e) <a href="mailto:josefa@cedarrecruitment.com">josefa@cedarrecruitment.com</a>&nbsp;
m) 0203 837 3607&nbsp;
&nbsp;

Leadership Through a Sale: Breakfast Event

<h5 style="text-align: center;">Cedar would like to invite you to our upcoming exclusive Business Breakfast event!&nbsp;</h5>
&nbsp;
Led by Nathan Bignold and Daniel Barnes at The Delaunay private dining room, We would like to invite you to Cedar&rsquo;s invite-only round table breakfast event on Thursday 16th May.
The morning will be tailored for Internal Talent/Recruitment professionals working within a management consultancy to help address the current challenges (and how to overcome them) regarding hiring and retaining talent within the current hyper-competitive market.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/lzde9eg75lrvy5crwm2e6ua66a9o" alt="" width="900" height="224">
&nbsp;
Our focus areas for discussion include:
<ul>
<li>Crafting an Irresistible Employer Brand: Strategies for Attracting Top Consulting Talent.</li>
<li>Talent Magnet: Leveraging Professional Development to Attract and Retain Consultants.</li>
<li>Building a Talent Pipeline: Proactive Recruitment Strategies for Long-Term Success.</li>
<li>Innovative Recruitment Approaches in Consultancy: Beyond the Traditional Path.</li>
<li>Agile Hiring Practices: Adapting Recruitment Strategies to the Fast-Paced World of Consultancy.</li>
<li>Streamlining the Skills Based Interviewing &ndash; Consultancy Style.</li>
<li>The Importance of Diverse Candidates within Consulting Teams.</li>
</ul>
&nbsp;
​Spaces are limited so we encourage you to register your interest as soon as possible to avoid disappointment!
If you would like to register your interest in this event or find out more please contact:
&nbsp;
<a href="https://www.cedarrecruitment.com/our-teams/nathan-bignold/" target="_blank" rel="noopener">Nathan Bignold - Senior Associate, Supply Chain Consulting</a>
e) <a href="mailto:nathanb@cedarrecruitment.com">nathanb@cedarrecruitment.com</a>
m) 0203 837 9003
&nbsp;
<a href="https://www.cedarrecruitment.com/our-teams/daniel-barnes/" target="_blank" rel="noopener">Daniel Barnes - Senior Associate, Procurement/Procurement Consulting</a>
e) <a href="mailto:danielb@cedarrecruitment.com">danielb@cedarrecruitment.com</a>
m) 0203 837 9004

Getting It Right, Talent Acquisition within Management Consultancy: Breakfast Event 

BACKGROUND&nbsp;
Willis Towers Watson plc, (WTW) is a British-American multinational company providing insurance services. Founded in 2016, following a merger of the Willis Group and Towers Watson, they provide data-driven, insight-led solutions, global risk advisory, insurance brokerage and consulting solutions to multinational companies, governments, and other institutions.&nbsp;
THE CHALLENGE 
<ul>
<li>To build out a project team to support WTW on a critical technology platform rollout across their Nordic and European regions.</li>
<li>A number of positions were required, including a Senior Project Manager Business Analysts, Data Analysts and a Training Manager.</li>
<li>All contractors were required to speak Danish or Portuguese, be immediately available and have extensive Insurance experience.</li>
<li>Due to the specificity, they had exhausted all other options when trying to hire ahead of the project start date.</li>
</ul>
THE SOLUTION
<ul>
<li>An exclusive, multi-hire campaign was used to identify candidates with the desired languages and skills in the respective regions and remotely in the UK.</li>
<li>The initial shortlisted candidates, for all roles were at interview stage within one week of being instructed.</li>
</ul>
RESULTS
<ul>
<li>Successfully placed six contractors across the programme and covered all required positions within a very tight time frame.</li>
<li>WTW was able to achieve the anticipated start date for the project.</li>
<li>Regular positive feedback was received from both the hiring and the recruiting manager.</li>
<li>Cedar continues to support and work with WTW on roles.</li>
</ul>
&ldquo;When our MSP was unable to provide suitable candidates for Denmark and Portugal, I tasked Cedar to support us across two projects. All our roles across both countries were filled within a short timescale. Cedar was informative and engaging throughout the process, working well with the Hiring Managers. I highly recommend Cedar; we would have been lost without them.&rdquo;
- Recruiting Manager, WTW

Client case study: Global Technology Programme

BACKGROUND
Kubrick Group provides organisations with high-impact and cost-effective data, AI, and cloud solutions by finding smart, diverse talent to specialise in cutting- edge skills and technologies and deploying them. In doing so, they have been recognised as the 2nd fastest-growing company in UK by the 2020 Sunday Times Virgin Atlantic Fast Track 100.
THE CHALLENGE
<ul>
<li>Building from a track record of rapid growth and success, and to support the next chapter of expansion including the US, Kubrick engaged with Private Equity firms to raise external funding for the first time.</li>
<li>The CFO required a highly capable Group Financial Controller who could own end-to-end finance and support the CFO and Exec as Kubrick navigated its way through the funding round and continued on its accelerated growth path. This was business critical hire. Due to the long list of required skills and the distinct culture fit needed, in the words of the CEO they were looking to recruit &lsquo;a unicorn&rsquo;.</li>
<li>Kubrick approached Cedar following a recommendation to them from an existing Cedar client.</li>
</ul>
THE SOLUTION
<ul>
<li>Cedar orchestrated a retained search campaign to create a comprehensive market map of high-potential CFOs, who possessed the commerciality, technicity, and personality to lead such an integral function.</li>
<li>The recruitment process was executed with a first-time shortlist presented within 2 weeks of the project commencement.</li>
</ul>
RESULTS
The role was filled following interviews with several exceptional candidates who all met the brief, affording Kubrick the opportunity to be extremely choosy with its final selection. Kubrick was delighted with the entire recruitment process and specifically commended the Managing Consultant for his clarity of communication, tenacity, perseverance and adherence to a complicated brief. They have since asked Cedar to assist them with further hires.
&nbsp;"We engaged Cedar to assist us with a particularly specific brief. Their attention to the process was excellent, candidates were all of a high quality and Cedar gave good quality advice to us throughout the search. Having worked in the industry I know first-hand how much effort they put into the search. Well done and thanks&rdquo; Tim Smeaton - Managing Partner &amp; Founder

Client case study: PE experienced Group FC

<div class="page" title="Page 1">
<div class="section">
<div class="layoutArea">
<div class="column">
BACKGROUND
Founded in 2019 in Silicon Valley, Deel is a hypergrowth Fintech Unicorn in the Payroll space with operations in 80 countries, and $250m ARR. Having had 20X revenue growth in 2020 and while preparing for a Series D (where they raised $425m in October 2021) the Finance Director and COO needed to hire a number of key hires into various locations across the globe to support this growth. 
THE CHALLENGE
Deel approached Cedar in September 2021 on a recommendation, as they were looking to partner a single specialist Finance Recruitment Firm with the experience of finding and closing top-tier talent for PE backed Tech scale-ups, rapidly, and on an international scale. 
THE SOLUTION
Using our experience of recruiting in the VC/PE backed Tech space, Cedar was able to correctly market opportunities to the right candidates, attracting the highest calibre of talent available for a chaotic, hypergrowth scale-up environment. With no Talent Team in place, all communication was directed through an extremely busy Finance Director and COO who were in daily meetings with Investment banks and PE houses trying to raise funds, with limited time to interview. Cedar&rsquo;s networked specialists were able to fill roles to brief, with small shortlists that hit the mark first time,
RESULTS
Over an intense six month period Cedar were able to secure talent across almost every continent including in the UK, Ireland, Spain, France, Netherlands, Norway, Poland, Italy, Israel, India, Australia and Cayman Islands. Roles covered Financial Controllers, Regional Controllers, Finance Managers, Head of Payroll, Payroll Managers, Tax Managers, Credit Control and AP. Following this mass hiring project, Cedar continue to support Deel with International recruitment on an ad-hoc basis for their most challenging roles, with 30 placements to date.
"I have had the pleasure of working with Cedar Recruitment and I can confidently say that they are one of the most professional and efficient recruitment agencies I have ever worked with. From the very beginning, their team took the time to understand our business needs and the specific requirements for the positions we were looking to fill."&nbsp;
- Managing Partner &amp; Founder
</div>
</div>
</div>
</div>

Client case study: International scale-up campaign 

In today's rapidly evolving business landscape, companies are continually challenged to adapt and thrive amidst change. From embracing agility to driving sustainable transformation, organisations are exploring various strategies to remain competitive and future ready. In this blog post, we delve into insights from industry experts and explore key considerations for navigating financial transformation effectively.
&nbsp;
The Financial Times, in partnership with Workiva, sheds light on the essence of agility in today's business environment. Agility isn't just about being quick to react; it's about fostering a culture that embraces change and innovation. Companies must prioritise flexibility, adaptability, and collaboration to navigate uncertain times successfully. By leveraging technology, streamlining processes, and empowering employees, organisations can build resilience and drive sustainable growth in the face of disruption.
(Source: Financial Times)
&nbsp;
Grant Thornton provides valuable insights into the critical objectives organisations should focus on during the initial phase of finance transformation. From aligning finance functions with strategic goals to enhancing operational efficiency and optimising processes, the first 100 days are crucial for setting the stage for long-term success. By prioritising clear communication, stakeholder engagement, and robust change management, companies can lay a solid foundation for driving transformational change and achieving tangible results.
(Source: Grant Thornton)
&nbsp;
Kyndryl, in collaboration with the Financial Times, emphasises the importance of sustainable business transformation grounded in three key pillars: technology, people, and processes. While technology serves as an enabler, organisations must also invest in their people, fostering a culture of innovation, collaboration, and continuous learning. Moreover, optimising processes and workflows is essential for driving efficiency and maximising the value derived from digital initiatives. By harmonising these three pillars, companies can drive holistic transformation and unlock new opportunities for growth and innovation.
(Source: Financial Times)
&nbsp;
SAP Africa highlights the critical role of effective change management in driving digital transformation success. While technology plays a pivotal role, it's ultimately people who drive organisational change. Companies must invest in change management strategies that prioritise employee engagement, communication, and training. By fostering a culture of openness, resilience, and adaptability, organisations can mitigate resistance to change and accelerate the pace of digital transformation. Ultimately, success hinges on aligning technology initiatives with broader business objectives and empowering employees to embrace change as a catalyst for growth.
(Source: SAP Africa)
&nbsp;
Conclusion:
As businesses navigate the complexities of financial transformation, it's imperative to leverage insights from industry thought leaders and adopt a holistic approach that encompasses technology, people, processes, and change management. By embracing agility, setting clear objectives, and prioritising sustainable practices, organisations can thrive amidst change and emerge stronger in the ever-evolving marketplace.
&nbsp;
&nbsp;
<a href="https://www.cedarrecruitment.com/our-teams/nathan-hotchkiss/">Nathan Hotchkiss, Associate Director &ndash; Change &amp; Transformation</a>

Navigating Financial Transformation: Insights from Industry Experts

Let me start by stating unequivocally that attitudes towards women at work have changed dramatically for the better over the last few decades.&nbsp; The days when women were routinely dismissed simply for raising a family have, thankfully, long gone.&nbsp; But are we now at a stage where women don&rsquo;t have to worry about being overlooked for jobs or promotions simply because of their sex?&nbsp; Not quite, but I&rsquo;d argue that the advances of the last few decades mean that it&rsquo;s now more difficult to climb those last few hundred steps towards the summit of true equality.
&nbsp;
Not many would deny that, in general, it&rsquo;s easier today for women to get on the career ladder and progress.&nbsp; But, and it&rsquo;s a fairly big but, there are still areas of concern &ndash; those last hundred steps still have to be made.&nbsp; For example, I have a friend who works in finance and she told me how, initially, she could see how male colleagues were careful in their use of language (what they would call banter) around her.&nbsp; I don&rsquo;t think her experience is uncommon.&nbsp; It&rsquo;s still, in my view, harder for women to get the necessary degree of respect that perhaps comes more easily for a man.
&nbsp;
Extrapolate this to the wider stage and we see that men are far more likely to put themselves forward for promotion to management roles than women. Partly, this might seem down to innate differences in women&rsquo;s attitudes to themselves compared to men&rsquo;s, with <a style="color: rgb(45, 194, 107);" href="https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified">studies</a> showing that women rarely apply for promotions if they don't have 100% or close to 100% of the skills listed for the job. In contrast, men will apply if they have only 60% of the skills.&nbsp; This may seem like a lack of confidence, but further research revealed that it is because women simply didn&rsquo;t want to waste a recruiter&rsquo;s time if&nbsp;they didn&rsquo;t tick all the boxes for required skills.&nbsp; Men, on the other hand, were less bothered about this, with only 8% of men counting themselves out on the basis of the requirements of the job. Put simply, men were more likely to take the risk.
&nbsp;
Or take this 2019 <a href="https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2019.00755/full">study</a>, where people were asked to rank candidates based on their CVs.&nbsp;&nbsp; Both past successes and future potential were noted, but participants consistently ranked male candidates highly if they focused on their potential. For female candidates the opposite was true.&nbsp; It looks as if women are simultaneously being held to higher standards whilst holding themselves to a higher standard.&nbsp; Yet another study suggests women&nbsp;<a href="https://hbr.org/2019/12/research-how-women-undersell-their-work">tend to undersell</a>&nbsp;their work, rating their performance as&nbsp;<a href="https://hbr.org/2019/12/why-dont-women-self-promote-as-much-as-men">33% lower</a>&nbsp;than their equally performing male colleagues. Female managers are seemingly also&nbsp;<a href="https://www.institutelm.com/static/uploaded/6151ed78-0ad1-495d-960e0ae40413b572.pdf">more likely</a>&nbsp;to lack self-belief, and less likely to expect <a href="https://www.bbc.com/worklife/article/20220222-proof-verus-potential-problem">to reach director level</a> by the end of their careers.&nbsp; Is (a lack of) confidence, compared to men, part of the problem for some women &ndash; or is it still unconscious discrimination &ndash; or a bit of both?
&nbsp;
Some light might be shown on these questions by a 2021 <a style="color: rgb(45, 194, 107);" href="https://www.financialreporter.co.uk/gender-pay-gap-sees-men-receive-57-more-than-women-in-pay-rises.html">study</a> of 3,000 UK adults, which found that not only are men more inclined to ask for a pay rise than women, but they also tend to receive a larger sum if that rise is granted. That latter fact smacks of discrimination to me. The same survey showed that 43% of men have asked for a promotion during their career, whereas only 30% of women have done so.&nbsp; It appears that it&rsquo;s men&rsquo;s willingness to take a risk by asking for more money and/or a better job that is at the heart of the matter. Yes, as I have noted, things are much better than they were, and many more women are making unexceptional demands for parity, but as things stand just now the end result is still higher earnings for men and the maintenance, if not widening, of the gender pay gap.
&nbsp;
I don&rsquo;t pretend there are easy solutions to these problems, nor that I have the answer, but I would like to suggest that there is one thing that women can do to help address them.&nbsp; To illustrate this, I&rsquo;d like you to consider one area where women have had arguably more success than men in recent years: football.
&nbsp;
The growth in the women&rsquo;s game has been phenomenal.&nbsp; The success of the England Lionesses in winning the Euro 2022 championship has been rightly lauded across the country. To the chagrin of some, the men&rsquo;s international team has not been able to achieve such success for many decades, despite the fact that the British Isles is the place where football was invented, codified and developed.
&nbsp;
Our women footballers, like the men, are supreme athletes, but (also like the men) have endured disappointments and failures.&nbsp; Like women in business, they were at one time shunned and, in 1921, effectively <a style="color: rgb(45, 194, 107);" href="https://www.theguardian.com/football/2022/jun/13/how-the-fa-banned-womens-football-in-1921-and-tried-to-justify-it">banned</a> by football&rsquo;s male-dominated hierarchy.
&nbsp;
How things have changed?&nbsp; How things have changed! Success involved perseverance, training (learning from mentors), a (vital) groundswell of support in the popular media, building skills, knowledge and experience and, of course, a willingness to take risks at critical times to overcome the opposition &ndash; on and off the pitch. But in sport, as in business, there are critical moments when, instead of opting for the safe response, someone tries something different &ndash; and turns the game on its head and wins for their team. As a result, thousands of young girls are encouraged to see football as not just a fun way to exercise, but also as a career. Our challenge as women is to ask ourselves how can we replicate this in business, where female leaders are arguably not so visible as they are in women&rsquo;s football.
&nbsp;
We have achieved a lot for women in business, but we are still held back by not taking the risks that men seem more willing to take. Being prepared to put ourselves forward for promotion, despite seemingly not ticking all the boxes; asking for pay rises; seeking female mentors rather than male; not just showing potential but delivering it.&nbsp; These, and many more, are risks we need to take.
&nbsp;
To conclude: lots of boxes are now ticked and we have undoubtedly come a long way from the 1960s and &lsquo;70s when women were found in stereotypically &lsquo;female&rsquo; jobs.&nbsp; To return to my original metaphor of reaching the summit, we&rsquo;ve ascended a long way from base camp.&nbsp; But like the women footballers found, those last 100 feet before you get to the top are the most difficult.&nbsp;&nbsp; If, like them, you want to get there then perhaps it&rsquo;s time to take more risks&hellip;?

Take risks on International Women’s Day

Yes, corny, I know, but no less true.&nbsp; The only thing that is probably stopping you automating your finance function, assuming you haven&rsquo;t already begun work on this, is you.
Based on my conversations with clients many have, but many more haven&rsquo;t (yet) &ndash; AI is a slowly building tsunami that is beginning to sweep throughout our economy. How best to ride the wave, avoid the inevitable snake-oil salesmen whilst deciding what is going to work and add real value to your organisation is, increasingly, a topic for deep debate amongst the C-suite.&nbsp;
For finance, it&rsquo;s not just a question of whether you should make more use of automation, it&rsquo;s a question of how and when, with affordability obviously being a major factor. The question is also what benefits can be derived from a root-and-branch study of how the application of automated processes can impact your business.&nbsp;
I&rsquo;m not revealing any secrets if I say that relationships between finance and other departments &ndash; both internal and external - can be fraught. Consequently, the need to improve the customer experience often underpins the drive for transformation by finance. By making systems work to the benefit of their &lsquo;customers,&rsquo; finance teams can improve their standing and influence at every level of the operation.&nbsp;
That said, the principal benefit of intelligent automation is in the way it allows finance to offer greater value to the rest of the business. Traditionally, finance is seen as &ldquo;the bean counters&rdquo; &ndash; the people who know the price of everything but the value of nothing.&nbsp; Unfair?&nbsp; Absolutely, but...&nbsp; what if you are simply managing lots of numbers but not drawing any insights? The monthly eyeball with the local manager over her or his P&amp;L often has an expectation that the business head will explain to finance the reasons behind the numbers. How much better is it for finance to be able to first gain meaningful insights from the data as opposed to having data just sitting there seeking an explanation?&nbsp;
According to a recent US <a href="https://ramp.com/reports/forrester-consulting-study">report,</a> &ldquo;77% of finance organisations believe that business transformation relies on finance automation that delivers real-time data intelligence.&rdquo; By data-led planning and analysis, finance can provide insights that help save money and tell business managers where and when to spend more effectively.&nbsp; 
Put more directly, the adoption of technology that delivers real-time insight into current performance as well as granular analysis of future trends and opportunities is essential if you don&rsquo;t want to be left behind. As mentioned above it also comes with the added benefit that it can also provoke a genuine cultural shift where finance is not seen (as it is by some) as a business prevention device but rather a willing partner in maximising returns and cross-company prosperity.
The scope is immense.&nbsp; A recent McKinsey <a style="color: rgb(45, 194, 107);" href="https://www.mckinsey.com/capabilities/strategy-and-corporate-finance/our-insights/bots-algorithms-and-the-future-of-the-finance-function">report</a> on technology and the future of finance came up with a chart (reproduced below) showing each major area of finance and how easy or difficult it might be to automate.
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://cdn.sourceflow.co.uk/5muq362kph7sdjhhndu9lhdjxs5p" alt="" width="599" height="495">
For some organisations, the first challenge is knowing where to begin. I mentioned affordability previously.&nbsp; Yes, of course, automating your finance processes costs money.&nbsp; It&rsquo;s easier to be a trailblazer if you&rsquo;re one of the bigger businesses.&nbsp; But that doesn&rsquo;t mean SMEs can&rsquo;t get involved, starting on a smaller scale; perhaps something as simple as enhanced systems across areas such as O2C or FP&amp;A, better integrated into your existing systems. &nbsp;
There will be organisational issues and IT worries to overcome. IT will ask, &ldquo;do you know how much ongoing maintenance will cost?&rdquo; The obvious answer: &ldquo;we&rsquo;re finance, we know how much everything costs,&rdquo; may be factually correct, but it&rsquo;s not the way to win friends and influence people.&nbsp; A sound relationship between the CFO and CTO is a prerequisite, as is getting in an experienced Transformation Lead who can work with the business to drive initiatives forward.&nbsp; I&rsquo;m not saying this is going to be easy; change never is.
Sometimes, the decision is not to proceed, but that doesn&rsquo;t mean the exercise is worthless. The McKinsey report cited the example of a global pharma company that had outsourced its P2P finance activities. After assessing the costs of bringing this in-house, they challenged the outsourcer to prove it could compete with an automated model. At the end of the project, it was decided not to move from the outsourced model to an automated in-house one, but they did renegotiate the outsourcer&rsquo;s contract, saving at least 40% over the next three years.&nbsp; For a global company, that&rsquo;s a lot of money, but similar percentage savings are perfectly possible for smaller firms too.&nbsp;
I said at the outset that the wave of new technology is washing over us all.&nbsp; Finance must ride the crest of this wave, not stumble and be left behind.

Automate, Automate, Automate – What’s stopping you?

We conducted a comprehensive survey of our database to gain insights from both professionals and hiring managers. The findings from this research will serve as a valuable resource in shaping your talent attraction and retention strategies for 2024, spanning across various sectors.
<ul>
<li>74% of employers in the UK believe that salaries in their sector will continue to rise in the early part of 2024.&nbsp;</li>
<li>49% of UK professionals cited 'higher salary&rsquo; as their main reason for wanting to move into a new job.</li>
<li>50% of employers are planning to hire new permanent, or contract staff in the next 6 months.</li>
<li>58% of employers think they will lose staff to other organisations with higher earning potential.</li>
</ul>
Download our Salary Guide <a href="https://cdn.sourceflow.co.uk/1qmkrhbnwcia6es0mul0u8jxgz38">here.</a>&nbsp;
&nbsp;
&nbsp;
&nbsp;

Salary Guide H2 2023-24

<h1>Blogs</h1>

<h1>Representation Compliance Form</h1>

<h1>Contractor Hub</h1>

<h1>Change &amp; Transformation</h1>

Our adept Change and Transformation team at Cedar boasts an impressive track record in recruitment, coupled with profound knowledge of the markets in which we operate. Recognizing the uniqueness of each assignment, our bespoke approach empowers us to swiftly navigate the market, ensuring maximum success for our clients. At Cedar, we take pride in seamlessly integrating ourselves as an extension of your business, upholding the highest standards of professionalism and integrity.Our team's proficiency in the intersection of finance, technology, and data positions us to collaborate effectively across the C Suite. This allows us to bring a wealth of experience to the table, providing attentive listening, strategic advice, and successful delivery of complex transformation projects.With a robust network and comprehensive knowledge in both the finance and broader transformation market, we are dedicated to cultivating long-term relationships. Our focus lies in strategic partnerships with senior business executives, including CFOs, CTOs, CIOs, and CDOs, ensuring a tailored and impactful approach to your organizational evolution.

Cedar's Change &amp; Transformation team excels in delivering specialised recruitment solutions tailored for dynamic and forward-thinking businesses across diverse industries.

<h3 class="ql-align-right">What Our Clients Say</h3> ​“I approached Cedar to find a special candidate to help build a growing team. In an extremely tight timeframe, Cedar used their immense experience and connections to locate a benchmark candidate who fit culturally into our business and who had all the required skills. " - Fremantle Media ﻿"Having worked with Cedar for several years they have become the first port of call when looking to fill a position. They have consistently delivered a selection of high-quality candidates. For interim placements, Cedar has the bench to provide quality individuals quickly and efficiently.&nbsp;"- IMG Events

<h1>Clients</h1>

By providing the following information you are giving Cedar Recruitment Ltd permission to share your data for recruitment and audit purposes._____________________________________________________

<h2>Please use this form to register your details with Cedar, but do not wish to apply for a specific role.</h2>

Take the first step toward exciting career opportunities by sharing your CV with us. Your skills and experience matter, and we're eager to learn more about what you bring to the table. Upload your CV and the most appropriate consultant will be in touch soon. _____________________________________________________

<h5>Submit Your CV</h5>

<h1>Contact Us</h1>

<h5> </h5><h5>Send us your CV</h5>

<h5> </h5><h5>Complete our Representation compliance form</h5>

Questions, comments, or just want to connect? We're here for you. Use the Contact Us form to reach out, and our team will respond promptly. Whether you're a prospective candidate, client, or partner, we look forward to hearing from you._____________________________________________________

<h2>Get in touch</h2>

<h1>DE&amp;I / CSR</h1>

Raise the bar across your recruitment process, by selecting from a range of diversity recruitment features to facilitate more inclusive teams.The reality is that for many businesses, diversity is still a nice to have not a strategic imperative. Cedar Search are proud to be different and love to work with organisations that share our passion.Cedar embraces diversity and inclusion and seeks to promote the benefits in all of our business activities and has developed a business culture that reflects that belief. We continuously strive to level the playing field for executive and non-executive talent, finding opportunities for women, ethnic minority, and LGBT+ candidates.Each and every Cedar Search employee commits to making a positive contribution towards diversity and inclusion not only in our own working environment but those of the organisations we work with.

Diverse teams think differently. When it comes to risk, that's important.

​Diversity and inclusion is central to an organisation’s ability to attract, recruit and retain the talent needed to outperform competitors. Diverse groups make better, faster decisions with less bias and groupthink, and diverse groups are more creative and innovative. So if we believe that diverse teams make better, more considered decisions, our role is clear: to bring businesses and talented individuals together to build those high-performing, fantastically diverse senior teams.

We regularly publish insight's on Diversity and Inclusion and other key issues affecting clients and candidates. These publications include articles from industry experts as well as practical advice that can be used in the workplace on a day-to-day basis.

<h1>Accountancy &amp; Finance</h1>

We recruit for some of the most dynamic companies across Commerce, Financial Services, Professional Services, and the Public Sector, from SMEs to listed blue-chip companies.Our specialist consultants have built up a wealth of knowledge within their specific industries and markets, offering a tailored approach in parallel with our 'listen, advise, deliver' methodology. We meet all our candidates, to understand their personalities, criteria, and skillsets, enabling us to match them to the right opportunities.

For over 20 years, Cedar's Accountancy &amp; Finance practice has identified roles for all levels of finance professional, throughout the UK and abroad.

<h5 class="ql-align-center">Our Accountancy &amp; Finance team is split into specialist areas:</h5>

Our Accountancy &amp; Finance team is split into four specialist areas:

The Key to Successful Recruitment

<h2>Listen, Advise,</h2><h2>Deliver</h2>

In partnership with Cedar, HF&amp;C are a boutique management consultancy firm specialising in providing expert knowledge to the UK aerospace, automotive and medical industries.
&nbsp;
<a href="https://www.cedarrecruitment.com/blog/expert-consultancy-services-for-operations-manufacturing/" target="_blank" rel="noopener noreferrer">Find out more</a>

HF&amp;C UK Ltd - Expert Consultancy Services for Operations &amp; Manufacturing

Stay in the loop and keep up to date with our latest News

We meet all our clients (virtually or face to face) so we can fully understand their needs. Only through listening can we ensure a thorough appreciation of the requirements and challenges before embarking on any recruitment project.

No two recruitment projects are the same and each requires its own individual solution. We provide our clients with a range of resourcing solutions and then recommend a tailor-made approach designed to guarantee the delivery of the best possible shortlist.

At Cedar, we pride ourselves on our successful track record of delivery. We can operate to very tight timescales without sacrificing quality throughout the process.

<h1>Insights &amp; Events</h1>

Internal Audit

Our expert team has an extensive track record and in-depth knowledge of the specialist markets in which we operate.<ul><li>Internal Audit</li><li>Technology Audit</li><li>Compliance Audit</li><li>Financial Crime Audit</li><li>Operational Risk Audit</li><li>Credit Risk Audit</li><li>Market Risk Audit</li><li>Model Risk Audit</li><li>Cultural Audit</li><li>ESG Audit</li><li>Quality Assurance Audit</li></ul>

Cedar’s Internal Audit practice specialises in placing risk and control professionals into third line of defence functions. We recruit permanent and interim roles at the Senior Auditor level through to Head of Internal Audit across Financial Services and Commerce &amp; Industry.

We recruit for some of the most dynamic companies across Financial Services and Commerce &amp; Industry from SMEs to listed blue-chip companies. We offer a tailored approach in parallel with our ‘listen, advise, deliver’ methodology and seek to partner with our clients offering a consultative service to Heads of Audit and HR Business Partners on internal audit team structures, market activity, salary benchmarking and the best approach to the market. Whether you are looking for support with an exclusive search, current or potential requirement, salary benchmarking or an exploratory chat, please get in touch with Irma Boulderstone for a confidential discussion.

<h1>Job Search</h1>

Who says you can't put a price on friendship! Refer a friend and we'll reward you with £250!

<h1>Our Dogs</h1>

<h1>Our Team</h1>

<h1>Procurement &amp; Supply Chain</h1>

Whatever your need, our team will diligently listen to your requirements ensuring the recommended delivery solution is tailored to your business, be it a retained mandate or contingent assignment, professional entry-level or executive appointment, we will help you to secure the best talent in the market.We have interim and contract specialists with pools of available talent for each of our core specialisms, meaning if you need a quick turnaround without compromise, we are on hand to support you.Our reputation for recruiting high-quality candidates through integrity and professionalism is founded on the principle of properly representing your brand and business at all times.Demand for procurement professionals continues to increase and recognition of the profession transitions from an operational to a strategic function, we understand the skills, qualities and characteristics needed from your procurement teams to deliver value to your business.As the responsibilities attached to&nbsp;Procurement roles broadens, to encompass brand-defining decisions, risk management, sustainability, all while engendering board-level stakeholder buy-in, the biggest challenge may well be recruiting and then retaining the right talent to deliver your objectives.Cedar Procurement can help you recruit individuals that not only ‘fit’&nbsp;your organisation culturally but that becomes&nbsp;key to your success.

Cedar has been recruiting professionals in Procurement, Supply Chain &amp; Logistics since 2016, across Commerce and Industry and the Public Sector and as a result, have extensive market knowledge, and an exceptional network throughout the UK &amp; Europe.

Direct ProcurementDirect procurement is&nbsp;the process of purchasing or obtaining raw materials, resources, goods and services that are utilised in the core operations of a business. The goods and services procured through the process of direct procurement ultimately find their way to the end customer or client of the business.Industries covered:&nbsp;Automotive, Aerospace, Defence, Industrial, Medical/Pharma, FMCG/Consumer.​Indirect / Corporate Procurement – UKSitting alongside or within&nbsp;Finance and reporting into the CFO as part of corporate function.Indirect Procurement is the sourcing of all goods and services for a business to enable it to maintain and develop its operations e.g. IT, Marketing, Facilities Management, Consultancy, Legal, Audit, HR Contingent workforce etcIndustries covered:&nbsp;Retail, FMCG, Tech, Prof Services, FS, Industrial​Supply Chain TeamWhat is now clearly a core business function, Supply Chain Professionals are now leading the charge to help business pivot within the turbulent economic environment, driven by resource scarcity and ever-increasing consumer expectations.The modern Supply Chain Manager must possess an armoury of strong interpersonal skills, not least empathy, tenacity, and adaptability, to navigate the changing commercial landscape. This, combined with the highly technical nature of most supply chain mandates has meant that demand is easily outstripping the supply of these singular professionals.In response the scope and seniority of supply chain roles, and the work involved in recruiting for them.Industries covered:&nbsp;Industrial: Automotive, Aerospace, General Manufacturing, Defence, Rail​Logistics TeamThe Logistics sector has changed unrecognisably in the past few years, becoming increasingly technology-driven. Professionals who are able to innovate both tech and processes while remaining mindful of sustainability and efficiency goals are in high demand.The need to find cost savings, reduce lead times and meet challenging global targets requires advanced automation and a highly sophisticated logistics infrastructure. But mostly, it requires experienced management and operational staff, with the ability to tap into these advancements and optimise processes to drive these&nbsp;cost efficiencies&nbsp;whilst maintaining the imperative&nbsp;<a href="https://en.wikipedia.org/wiki/DIFOT" rel="noopener noreferrer" target="_blank">DIFOT.</a>Key Industries:&nbsp;FMCG/Consumer/ E-commerce, 3PL/Transport, Industrial, Retail Medical/Pharmaceutical

<h1>Public Sector &amp; Not-for-Profit</h1>

Cognisant of the myriad challenges that the government and not-for-profit sector encounter, including the dynamic shifts in political landscapes, mounting economic pressures, and the escalating demand for services, we remain resolute in our commitment to delivering effective solutions.Our adept team of public sector specialists boasts an impressive history within the sector, coupled with an intricate understanding of their respective fields. With an unwavering dedication to our craft, we derive fulfilment from consistently delivering tailored and effective solutions to our esteemed clients.While our headquarters are in central London, it is noteworthy that a significant majority—over 70%—of our operations are conducted outside the capital, enabling us to extend our expert assistance and support to organisations across the entirety of the UK. Cedar are listed as a compliant agency on the&nbsp;<a href="https://www.crowncommercial.gov.uk/agreements/RM6277" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 87, 64); background-color: white;">Crown Commercial Service RM6277 Framework</a>&nbsp;listed under&nbsp;<a href="https://www.crowncommercial.gov.uk/suppliers/5293/cedar-recruitment-limited" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 87, 64); background-color: white;">LOT 2 for Corporate Functions</a>&nbsp;and also the&nbsp;<a href="https://lgrp.co.uk/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 87, 64); background-color: white;">Local Government Resourcing Partnership (LGRP) Framework</a>&nbsp;listed under&nbsp;<a href="https://lgrp.co.uk/services/lot-1-executive-interim-recruitment/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 87, 64); background-color: white;">LOT 1 for Interim Recruitment</a>. Both of these are&nbsp;PCR2015 Public Sector complaint Frameworks&nbsp;which have been created to allow Public Sector Buyers to engage directly with specialist agencies, such as Cedar, to facilitate the creation of strong working relationships and quick candidate identification/onboarding for the recruitment of Interim and Fixed Term Contract (FTC) positions.

Over the past two decades, Cedar has been a steadfast partner to numerous public sector organisations, providing invaluable support through our versatile services spanning interim, fixed-term, and permanent recruitment.

Public Sector Practice Areas:<ul><li>Procurement &amp; Supply Chain</li><li>Finance</li><li>Change &amp; Transformation</li></ul> Supporting Organisations Across:<ul><li>Cental Government</li><li>Local Government</li><li>NHS/Healthcare</li><li>Education</li><li>Charites</li><li>Social Housing/Registered Providers</li><li>Regulatory Bodies</li><li>Membership Bodies</li><li>Public Transport</li><li>Blue Light Organisations</li></ul>

We&rsquo;re able to identify and engage with the highest-calibre individuals.

More about our Clients

Clients we've
worked with

Kind words from Our Candidates

Specialist recruitment services

Client Spotlight

&nbsp;
<h1>Specialists</h1>
<h2>&nbsp;</h2>

<h1>Send Us Your CV</h1>

<h5>If you wish to get in touch</h5>

<h1>Tax</h1>

Our expertise covers a wide range of tax specialisations, including Corporate &amp; Business Tax, M&amp;A &amp; Restructuring Tax, Real Estate Tax, Personal Tax &amp; Trusts, Private Client Tax, Tax Investigations &amp; Transactions Tax, International Tax &amp; Transfer Pricing, Expatriate Tax &amp; Global Mobility, VAT &amp; Indirect Tax, Employment Tax, Mixed Tax, and R&amp;D.
&nbsp;
From recruiting Semi-Senior to Partner levels, we focus on identifying qualified candidates aiming for the next step in their tax careers. Our goal is to facilitate seamless transitions and match professionals with opportunities tailored to their aspirations.
&nbsp;
Ready to advance your tax career? Connect with us for a confidential discussion and explore exciting opportunities aligned with your goals.

Cedar's tax practice recruitment team specialises in Professional Services Tax, catering to the diverse needs of Accountancy and Consulting Firms across London and nationally. With a focus on Big 4, Top 10, mid-tier, and boutique firms, we partner with organisations offering competitive packages, enticing benefits, work-life balance, proven progression, and flexible working arrangements within vibrant company cultures.

Terms of Business &amp; Policies

<h1>Who we work with</h1>

Clients we'veworked with

<h1>Inclusive culture which supports working parents with:</h1>

<h1>Work for us</h1>

Do you have a tenacious can-do attitude? We hire applicants from a range of backgrounds, with different levels of experience.Do you thrive on the buzz of a busy office and the flexibility of hybrid working?Do you crave a mature, empathetic working environment, with a team that shares in your success and knows how to have fun?​​

Are you looking for a place where you can define your own career, surrounded by a supportive team of experienced Consultants?

Cedar is a team of entrepeneurs, who aren't afraid to take risks, but also have well-thought-out, ambitious growth plans.​As the world exits the pandemic Cedar aims to expand into new sectors while adding strength and depth to the existing core disciplines of Finance &amp; Accountancy, Procurement &amp; Supply Chain and Change &amp; Transformation.​Cedar needs experienced 360 recruiters and leaders with a range of industry experience who can make an immediate impact and who want to help define the future direction of the Cedar business.

Our Events

Case Studies

Blogs

Latest Research

Insights & Events

Insights & Events