Established in 1987 and with offices in London, Manchester, Edinburgh, Reading and Internationally In Dubai and Singapore, McGregor Boyall Associates is one of the UK’s leading recruitment firms.

1. McGregor Boyall
UK & Europe

2. 2
About Us
Established in 1987 and with offices in London, Manchester,
Edinburgh, Reading and Internationally In Dubai and
Singapore, McGregor Boyall Associates is one of the UK’s
leading recruitment firms.
Our core focus is to identify, attract and deliver high quality professionals who can
support and enhance their new employer’s corporate objectives.
We deliver recruitment solutions against a wide range of permanent, interim and
contract requirements but whilst the roles we resource are diverse and changing,
our approach remains simple, consistent and successful. In a marketplace in which
effectiveness and value are increasingly prized by both clients and candidates,
we believe that the qualities that have sustained our performance in the past will
continue to do so in the future.
We have been successful due to the professionalism, sector knowledge and
experience of our consultants. It is their commitment to high levels of service and
effectivedelivery that has allowed us to develop a deep, industry-wide pool of
candidates who consistently turn to McGregor Boyall when searching for a new
position.With offices located in London, Manchester, Edinburgh, Reading and
globally in Dubai and Singapore we have greater global reach to the talent pool
across the UK & Europe, Middle East and Asia Pacific regions.
London
Edinburgh
Manchester
Reading
Dubai
Singapore

3. 3
Financial Services
Since the onset of the global financial crisis, the face of the
Financial Services industry has changed dramatically and is
continuing to do so.
We recognise that dramatic evolution brings with it both challenges and opportunities.
We believe that our twenty-five year track record of successful delivery into a wide
array of financial services organisations has given us the experience and ability to help
our clients meet these challenges from a talent acquisition perspective. From our offices
in London, Manchester, Edinburgh and Reading, our highly experienced consultants
deliver against the recruitment and resourcing requirements of a broad range clients:
> Investment Banks
> Wholesale / Commercial Banks
> Retail Banks
> Private Banks & Wealth Managers
> Asset / Investment Management firms
Our core focus is to identify, attract and deliver high quality professionals who can
support and enhance their new employer’s corporate objectives. These individuals may
work in one of many areas:
> Marketing & Communications
> Change & Transformation
> Compliance

4. 4
Commerce & Industry
From our offices in London, Manchester, Edinburgh and
Reading our highly experienced consultants deliver against
the recruitment and resourcing requirements of a broad
range clients:
Focusing on Technology and Change, McGregor Boyall’s successful C&I Division
embodies the firm’s commitment to delivering high quality service levels to our
clients.
Our consultants’ combination of experience and deep sector knowledge equips
them to deliver time- and cost-effective permanent and interim / contract solutions
to the recruitment / resourcing requirement of our clients. These clients fall across a
range of areas:
> Marketing & Communications
> Energy
> FMCG
> Media & Entertainment
> Pharmaceuticals
> Public Sector
> Retail
> Telecommunications
> Digital

5. 5
Quality & Diversity
A focus on quality has always enjoyed a critical position at the
heart of McGregor Boyall’s service offering.
Accompanying our commitment to ethical business practices, the firm’s key policy
commitment is to quality. McGregor Boyall has therefore chosen to promote quality as the
key organising principle of its operations by gaining ISO accreditation BS EN ISO 9001.
Since then we have been audited by a member of the British Standards Institution on an
annual basis and have been awarded continued accreditation. Our Pride in Quality
programme includes:
> Quality Management System for client satisfaction
> Post-Assignment Quality Surveys
> Recruitment Assignment Performance Reviews
> Continuous Consultant Performance Measurement
Additionally McGregor Boyall operates a comprehensive Diversity & Inclusion Policy that
states that everyone shall be treated equally, irrespective of gender, marital status, age,
disability, sexual orientation, colour, religion, ethnicity or national origin.
All applications for employment are managed on an individual basis and the grounds for
selection are based purely on a candidate’s skills, qualifications and aptitude. Our best
endeavours are made to ensure that this is applicable to every applicant and regular
monitoring is performed throughout the recruitment process.

6. 6
Added Value
McGregor Boyall regularly conducts market research
programmes to provide individual clients and market
participants in general with timely human resourcing and
recruitment related data.
Our Business Support Team assists with all added value requirements, marketing
and public relations support where required by the client. Recent examples of such
added value services include publications on:
> Salary benchmarking
> Updates on recruitment and demand for skills
> Updates on level of demand for expertise
> Indicators of shifts and changes in hiring patterns
> Impacts of new regulations
£
mcgregor-boyall.com
UK & Europe | The Middle East | Asia Pacific
Financial Services Technology Update
The Chief Change Officer
T
he Leader of Change, the new
Chief Change Officer is responsible
for all organisational change
initiatives, tools and methodologies
within an organisation. These include
Six Sigma, Balanced Scorecard, Lean
Enterprise, supply-chain management,
benchmarking and business systems
process modelling, to name but a few.
Throughout last year we have seen
businesses continuously seeking talents
with track records of implementing
and managing change programmes.
Today the rate of change has never
been more rapid or more constant.
Whether the change is a small one, like
the implementation of a new system, or
a much bigger one such as a company
divestment or merger, the way that
change is managed makes all the
difference to its success or failure.
Users rarely welcome change. Hence
together with the hard technical skills
mentioned above, the most important
skills a Change Professional must
possess is the ability to affect positive
transformation which does not threaten
the status quo. They must ensure that
doing things differently also means doing
them
better in the long run, and that
they bring a collaborative and sensitive
approach to the project.
“When you are finished changing,
you’re finished.” - Benjamin Franklin
Key functions the CCO are
looking for:
Build the Target Operating Model –
The Strategist and Business Process
Solutions Specialist
This high level professional takes on a
real challenge to decide and describe
the desired state of the operations of a
business. Typically a TOM also includes
the roadmap over time that specifies
what the company needs to do to move
from the “as is” to the “to be”. Deep and
broad business experience coupled with
a structured approach to define work
streams is a rare mix, hence 2015 has
been a good market for this skillset.
Communicate the Rationale
Behind the Need for Change – The
Programme Relationship Manager
To introduce any change, large or small,
top down or bottom up, employees must
know why it is important for the change
to occur and the intended benefits. This
highly skilled function will handle this
carefully and communicate to all affected
parties, often in global locations. There
should also be adequate opportunities
for people to voice their concerns and
contribute their thoughts, views and
opinions. The Relationship Manager
juggles feedback and politics, scopes
boundaries, and will eventually convince
employees of the need for change.
All Change in Financial
Services
If there was one thing we
were sure to have happened
this year in Financial
Services, it was Change.
Numerous initiatives, both
proactive and reactive, new
and inflight have gone into
production with varying
results and satisfaction.
At this stage, technology
can no longer be viewed
as something that simply
supports the business.
Throughout 2015, senior
Technology Executives
worked with Business
Leaders to drive the changes
required to keep up with
an increasingly competitive
landscape. Leading change
involves juggling technology
shifts and new business
models, framed by cost
control – what fits, what
doesn’t, what suits the
business best.
A Review of 2015
Jan2016
HR & The Digital Age
June 2015 mcgregor-boyall.com
Contact
UK & Europe | The Middle East | Asia Pacific
Testing Market Report Q4 2015
Summary
> We have seen a good amount of
senior test roles released in the
second half of the year. This includes
global test management positions
working within investment banking,
with reporting lines of 150-200
resources.
> Various organisations have been
recruiting permanent hires to work
alongside the testers from the
consultancies/ third party suppliers.
This is with the aim to keep the
business/ technical knowledge within
the company itself (as opposed
to relying on consultancies/ third
parties).
> There has been a lot of movement
in the Credit Risk space, with a large
demand for testers with strong
credit risk business knowledge.
This includes knowledge around
counterparty risk, CVA, LGD, EAD and
VAR. Testers with specific technical
experience with SAS in particular
have had a distinct advantage.
Hiring Trends
Investment
Bank
Credit Risk
Test Manager
Top Tier
Bank
Financial
Software House
Asset
Management
Firm
Investment
Bank
Recent Placements
UAT Programme
Test Manager
FX Test
Analyst
QA Automation
Lead
Buy Side Test
Analyst
Clients
> Barclays
> Standard Chartered
> Lloyds
> HSBC
> UBS
> Credit Suisse
> Citi
> LondonStockExchange
56% of roles were contract.
44% were permanent.
68% of the roles released were
manual testing positions. This
is an increase from previous
updates, where automation roles
usually dominate.
54% of roles analyst level.
46% Lead/ Management.
The majority of contract roles
were between £400-600 (74%)
33% of permanent roles were
above £80k. This indicated
an increase in the amount of
senior positions that have been
released.
56%
contract
44%
permanent
68%
Manual
Testing
Positions
54%
Analyst Level Roles
46%
Lead / Management
74%
contract roles
average £400 -
600 pd
33%
permanent roles
were above
£80k
Connor Choudhury
Testing Consultant
E: cchoudhury@mcgregor-boyall.com
T: 0207 422 9042
Investement Bank
Retail Bank
Insurance Bank
Tier 1 Bank
Asset Management
Buyside Firm

7. 7
Contact Us
London
Email: fsinfo@mcgregor-boyall.com
Call: +44 (0)20 7422 9000
Visit: 114 Middlesex Street, London, E1 7JH
Edinburgh
Email: fsinfo@mcgregor-boyall.com
Call: +44 (0)131 306 0046
Visit: Exchange Place 2, 5 Semple Street, Edinburgh, EH3 8BL
Manchester
Email: fsinfo@mcgregor-boyall.com
Call: +44 (0)161 830 2115
Visit: Centurion House, 129 Deansgate, Manchester, M3 3WR
Reading
Email: fsinfo@mcgregor-boyall.com
Call: +44 (0) 118 334 0395
Visit: 450 Brook Drive, Green Park, Reading, RG2 6UU
mcgregor-boyall.comFS 59211