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“I ran Citi’s APAC corporate bank; now I run my own gym”

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In an industry where staying five years at one firm is considered a long tenure, Agnes Liew stands out. The Singaporean spent 35 years at Citi, rising to become the head of its Asia Pacific corporate bank in Hong Kong.

Three months ago, however, Liew called time on her banking career. “In 2016 I had an opportunity to take on an even bigger job in Citi, but that would have meant committing to another three years or so in Hong Kong. I asked myself ‘do I really want to do this?’ and decided not to, but stayed on for 12 months to ensure a smooth transition.”

Liew had moved to Hong Kong in 2010 to lead the corporate bank. “I felt I’d achieve what I wanted to achieve. I didn’t want to spend my whole career in one industry and thought there had to be more to life than banking,” she says. “You’re quite cocooned in banking – you have a limited scope in the people you meet and the work you do. It’s all mainly finance related, even at a very global and senior level.”

Now back in Singapore, Liew has started her own company – oompf! – a “lifestyle gym” on East Coast Road.

So why choose fitness when many ex-bankers are going into fintech? “I want to meet people from different walks of life and look at life in a new way, so I’m focusing on something fun, which is my hobby as well as my business. I want to do something challenging, but completely unrelated to my prior life in banking.”

She hasn’t been a fitness buff for very long, however. “I’d occasionally go running and I’d been doing Pilates regularly for years, but I didn’t really look after my health very well. Then one day about two years ago I just walked into a gym in Hong Kong and I’ve been hooked ever since.”

“I soon realised what a difference consistent exercise makes – I felt so much more energised in my very busy role as a banker,” says Liew. “I was almost 60 and didn’t want to be unfit and not be able to enjoy my upcoming retirement from banking. So I set myself a challenge: get fit and become an entrepreneur.”

Liew says she doesn’t want people to be “intimidated by going to the gym”. “Mine’s not a big place where you’re competing with everyone around you to pump iron;  it’s a boutique, luxury studio offering personalised training – in everything from circuits to yoga – at your own level. I want to educate and encourage people to do serious regular exercise, but have fun at the same time.”

Much of Liew’s corporate banking expertise – including business and financial-risk evaluation, management, governance, and IT systems – is being put to use running her own company. But she’s also learning new skills. “The marketing skills needed for a start-up are totally different to banking, for example. I’ve had to learn about social media from scratch.”

The majority of finance professionals need to get fitter, says Liew, despite the recent trend of bankers running ultra-marathons and doing extreme sports.

“It’s very difficult to peel yourself away from work to exercise, especially if you’re on the road a lot, like I was,” says Liew. “But being fit helps you to perform better at work and to have more energy when you’re travelling.”

“My advice is to not worry too much about what kind of exercise you do – whether it’s high-impact, yoga or weights – just commit to doing it for a set number of times each week,” she adds. “It’s ultimately a mental thing; it calls for relentless commitment.”


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The many implications of the coming “salary history rule” for Wall Street banks

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Like it or not, the “salary history rule” is coming. Starting from 31st October 2017, banks recruiting people in New York City will be prohibited from asking about candidates’ current compensation or their compensation history. Although candidates will still be able to volunteer what they’re paid, actually starting conversations about current or past salaries and bonuses will be off-limits. The change is going to be huge.

Banks are preparing for the new reality. Recruiters say they’ve already received memos alerting them. One bank is suggesting that its recruiters start asking candidates for their pay expectations rather than how much they got last year. The trepidation is palpable. “Last year’s compensation has always been the starting point for any discussion,” says one search consultant. “It’s the anchor. And it won’t be there any more.”

Leathwaite, an executive search firm with offices in London and New York City, says the rule could be far more disruptive than Mayor Bill de Blasio, who signed it into effect in May, intended. De Blasio meant the rule as a tool for reducing the pay discrepancies between men and women in NYC, but it stands to have massive unforeseen consequences for hiring on Wall Street.

This, says Leathwaite, is why…

1. From next month, everything will be based on rigorous role definition and pay benchmarking

With banks unable to ask candidates exactly how much they earn, data on average earnings is going to be all-important. Post-October 31st 2017, Leathwaite says compensation benchmarking firms are going to have a field day. Recruiters will need to use, “stringent functional role definition and even more rigorous benchmarking than previously.”

2. Banks will simply collude about “pay bandings” and candidates will lose pay bargaining power

As average pay bandings become the all-important basis of compensation discussions, Leathwaite says banks will be able to sit around a table and agree a “price” for a role at a certain banding. In this case, candidates will lose power in pay negotiations (although it’s always possible for a candidate to volunteer his/her current pay if it’s above the banding.)

3. People’s pay expectations will differ wildly; the potential for disagreement will be vast

De Blasio’s introducing his rule to benefit women, but Leathwaite points out that women could be just as badly off in the new world. This is because women tend to have lower pay expectations than men anyway. – If banks base pay offers on candidates’ expectations, men will still come out on top.

Equally, all candidates will have different expectations. One might expect a 10% pay hike to change jobs. Another might expect 100%. In the past, historic compensation gave some context, but unless a candidate volunteers his/her historic pay, this won’t be available any more.

4. Recruiters won’t easily be able to make offers that are responsive to hot new areas of talent 

What happens when pay rates need to respond quickly to peaks in demand for certain skills. Past benchmarking bandings won’t be sufficient in this situation, says Leathwaite.  Equally, what happens in situations where whole new skills are suddenly needed (eg. information security in the past decade) and there’s no historical data to go by?

5. Candidates will get offers based on salary only, unless they want their prior bonuses bought out in which case recruiters will simply reverse engineer their previous pay packages to arrive at an average number anyway

There’s also the issue of buying out past bonuses. In most cases, senior bank employees have years of deferred bonuses which they leave behind at a previous employer when they change jobs. Hiring banks usually buy these out. By reverse- engineering the historic bonus packages, recruiters will be able to work out exactly what a candidate was paid.

While this is good news for banks and recruiters, it’s less good news for anyone who’s had years of tiny bonuses which they’re trying to escape from. Candidates who won’t reveal how much their deferrals are worth risk getting salary-only offers from new employers, says Leathwaite.

6. This will come to the rest of the U.S. too

Lastly, while banks outside New York City might think they’ll simply be able to carry on asking prospective employees how much they earned last year, Leathwaite says the rules are likely migrate. U.S. banks tend to set hiring practices both nationally globally. At the very least the standards are likely to become national. They may even spread to London.


Have a story or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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Photo credit: Beware of cliff edge by Ramón Cutanda López is licensed under CC BY 2.0.

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Morning Coffee: The curious hobby of tomorrow’s top finance professionals. Turn your teen onto trading

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The top people on Wall Street used to be the jocks: the sports enthusiasts whose idea of a good time outside of work was to play football or go running or (increasingly nowadays) cycle miles and participate in triathlons.

These will not be the people of the future.

As a Bloomberg article on Man Group’s artificial intelligence unit reminds us, the finance of the future will likely have rather different obsessions in their downtime. Like…the internal workings of watches.

This is the case for Anthony Ledford, chief scientist at Man AHL’s Oxford AI lab. When Ledford’s not working with Man’s machine learning specialists, he’s reportedly a horologist. His house in the English countryside is filled with ancient clocks which he has reconstructed in his spare time.

Bloomberg’s article on Man also acts as a reminder of the intense global competition for these roles. One of Ledford’s colleagues is Slavi Marinov. The lab may be in Oxford, but Marinov was drawn from further afield: he’s a Bulgarian computer scientist who previously made software for an education start-up.

Separately, have you ever wanted to encourage your teenage children, nieces or nephews to follow in your footsteps as a financial services professional?

You could always try Stockpile, a broker-dealer with an app that aims to persuade older children and young adults to buy pieces of big-name stocks at retail chains such as Kmart and Office Depot.

The teens in your life are skeptical or apathetic about the app, you say? Tell them in 2015 “That ’70s Show” actor Ashton Kutcher invested in Stockpile.

“I think investing in the stock market will help kids later in life,” Max Shriver, a 10-year-old from Westchester County, New York, told the Wall Street Journal, adding that he thinks more people should begin investing earlier on in life. “Sometimes when adults start investing, they don’t even know what to do.”

Meanwhile:

White House Economic Adviser Gary Cohn said President Trump is still intent on eliminating the carried interest tax break even though it wasn’t specified in his tax framework. (Bloomberg)

Wall Street bankers are reacting to Trump’s long-awaited tax plan, which is still light on details. (Business Insider)

UBS has hired a leveraged finance veteran who previously worked for rival Bank of America Merrill Lynch to a senior role in London. (Private Equity News)

Ex-BAML and Deutsche banker Bruce MacKenzie is joining UBS as a managing director in its leveraged capital markets team covering EMEA. (Financial News)

Deutsche Bank has hired Maurits Duynstee, the head of Dutch wholesale banking at ING, to join its mergers and acquisitions team in the Benelux region. (New York Times)

Societe Generale has appointed former air force general Antoine Creux as its chief security officer. (Reuters)

Big investment banks with their European headquarters in London are forging ahead with plans to create new trading hubs elsewhere in the region in preparation for Brexit despite the U.K.’s pledge to secure a two-year transition period after March 2019. (Bloomberg)

U.S. regulators plan to modify bank capital rules affecting commercial real-estate loans, mortgage-servicing rights and other areas in response to industry concerns. (WSJ)

Treasury Secretary Steven Mnuchin said he plans to cut back on his use of government aircraft. (WSJ)

The equity analysts at Macquarie are siding with Morgan Stanley CEO James Gorman’s centrist position on Bitcoin and disagree with J.P. Morgan CEO Jamie Dimon’s comparing the cryptocurrency to the tulip bubble. (Business Insider)

Gorman also said that clients will still want human relationships. (Financial News)

That said, Well Fargo analysts are building an AI algorithm that could take their jobs. (Bloomberg)

Traders in this one country have an excuse to take the rest of year off. (Bloomberg)

Whitney Tilson is closing his hedge fund, the latest high-profile investor to close shop amid an extended period of disappointing returns for the industry. (WSJ)

Michael Oved, who helped Virtu Financial become the most consistently profitable market-maker in the history of electronic trading, has his sights set on digital currency exchanges. (Bloomberg)


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Photo credit: Wheels by Apionid is licensed under CC BY 2.0.

KCG’s ETF sales chief has turned up at a tiny Russian funds platform

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KCG Holdings’ senior management have been spilling out since the takeover by rival high frequency trading firm Virtu earlier this year. But, they’ve been landing new jobs.

Elio Manca, the head of ETF sales in Europe who spent six years at KCG before departing last year before the Virtu deal, has just taken a role as a managing director and head of sales and business development at ITI Funds.

ITI Funds is a Russian fund platform that offers a range of emerging markets ETFs. It also provides investment services for asset managers and hedge funds in the country. So far, Manca appears to be the only UK employee and the company is neither authorised by the Financial Conduct Authority or yet to appear on Companies House.

Manca joined KCG Holdings in March 2010 after nearly six years at Citigroup, where he was a director in equity derivative sales. Before that, he spent close to seven years in equity derivative sales at Morgan Stanley.

Since the Virtu deal, a large number of KCG employees have been laid off. As we reported, at least 60 people have been ejected from the company since the takeover was confirmed and insiders at the firm suggested that 70% of London headcount has been made redundant.

Manca’s departure before the Virtu’s appearance seems prescient. Paul Bermingham, the head of European ETF trading at KCG and Ivan Gilmore head of ETF sales trading, have both since left.

Other key departures include Graham Wayne, KCG’s head of EU Electronic trading, who is set to join Barclays in a senior electronic trading role. Meanwhile, Tim Wildenberg, the chief executive of Neonet – the Swedish broker bought by KCG Holdings in July last year – also departed the firm earlier this month. Wildenberg joined Neonet in 2013 from Citigroup, where he was head of electronic trading for Europe.

Senior KCG have found new jobs relatively quickly. Robert Crane, the former Goldman Sachs head of electronic market making who headed up KCG’s electronic execution business, has turned up at HSBC. He will be global head of cash execution, according to Financial News. Philip Allison, KCG’s European chief executive, also departed in July, but has yet to land a new job.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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Bank of America the first to make pre-bonus redundancies

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With one day to go until the fourth quarter, pre-bonus cost cutting is about to begin. The first to pull the trigger – ahead of time – is one of this year’s solid performers: Bank of America Merrill Lynch (BAML). We understand it’s just let go of around 10 people across its markets and investment banking teams in London.

BAML didn’t respond to a request to comment on the cuts, but insiders say they’re no big deal: this is just the usual trimming before year end. The cuts come after CFO Paul Donofrio said in May that the bank was, “making a lot of investments,” in global markets, “across equity, across macro.” However, revenues in Bank of America’s fixed income trading business fell 14% year-on-year in the second quarter. Equities revenues rose 2.7%; M&A revenues rose 49%; ECM revenues were up 7% and DCM revenues fell 7%.

The cuts in London also come after BAML announced the leadership team for its new post-Brexit banking and global markets hub based in Dublin. The new office will be run by Bruce Thompson, former CFO and former head of Bank of America’s global capital markets business. Although the current cuts are not thought to be related to Brexit, the timing is will raise eyebrows. Bank of America said in July that it plans to set up a broker dealer, or trading operation, in the Dublin capital. It’s already in the process of expanding its Irish headcount from 600 to 700 people, and is likely to increase this still further next year.

Bank of America is unlikely to be the only bank cutting headcount ahead of the 2017 bonus round. Headhunters say banks in London are already in bonus protection mode, particularly in macro businesses where revenues have failed to match expectations.


Have a story or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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Temasek is still hiring from investment banks in London

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Plenty of people in finance want to work for Temasek. So said our survey this year of the funds everyone wants to work for: Singapore’s sovereign wealth fund ranked sixth on our list of preferred private equity funds (even though it’s not just private equity and also invests in listed assets). The good news, therefore, is that Temasek is hiring – it likes to recruit analysts from investment banks in London.

The latest Temasek London recruit is Fouad Mark Abi Chahine, a former financial institutions group (FIG) analyst from Credit Suisse in London. Chahine spent two years and three months at CS before joining Temasek this September.

Chahine isn’t the only junior Temasek’s sucked up this year. In April it hired Feike Du, also from Credit Suisse, also a former analyst. In June it hired Clemente Castellucci, a former analyst from Morgan Stanley.

Temasek opened a London office in 2013 and initially hired John Cryan – now CEO of Deutsche Bank – to run the business. When Cryan stepped down in 2014, he was replaced by Tan Chong Lee, a Singaporean and former Merrill Lynch banker who now manages Temasek’s operation in Europe. Temasek International’s most recent accounts, for the year ending March 2017 show it employing 32 people in London, up from 22 one year previously.

The Singaporean fund is a generous payer: in the year to March, the average London employee earned £315k before pension and social security costs.

Temasek’s London business operates from 23 King Street, a prestigious building in Mayfair. The fund famously sold the building for £135 million last year, but is still operating from that address – now a rented office.


Have a story or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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Photo credit: Scrabble – Now Hiring by Amtec Staffing is licensed under CC BY 2.0.

This is what you’ll earn in the junior ranks of a hedge fund

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If you’re a junior in a hedge fund, you’re not going to get paid on a par with the actual portfolio managers, but you’ll still be paid well. As large funds increasingly hiring students straight from university, they’ve trying to become more appealing. And that’s meant hiking pay. A new report suggests hedge fund juniors earn more than bankers and more than people in private equity.

Analysts in hedge funds bring in an average of $149k in the U.S., according to new figures from Wall Street Oasis. By comparison, analysts in investment banks earn entry-level compensation of just $102k, rising to $145k after three years.

Entry-level private equity pay comes in at $102k and increases to $146k after three years, according to comparible figures from WSO.

Nor do hedge funds simply pay the most to recent graduates: they keep on paying up all the way through. Wall Street Oasis says associates in hedge funds earn up to $242k, compared to a maximum of $179k at banks. Mid-ranking hedge fund people earn $510k, largely thanks to an average bonus of $261k.

Naturally, there’s a downside. Moving into a hedge fund role is riskier than it used to be: record numbers of hedge funds have been closing and assets have been shifting to quantitative strategies.

Nonetheless, if you’re a junior at least, hedge funds now need you. With banks no longer gestating proprietary traders, funds like CQS, BlueBay Asset Management, Man Group, Bridgewater Associates and D.E. Shaw all have graduate training programs of their own.

WSO’s research suggested that AQR Asset Management and D.E. Shaw is the toughest hedge fund to break into, with 98% and 96% of respondents respectively saying that the firms had the hardest interview. It might be worth it, however, as D.E. Shaw also came top for employee satisfaction and second for career opportunities.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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Paul Traubman is paying his ex-Morgan Stanley & Blackstone staff very generously

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When Paul Traubman quit Morgan Stanley to go it alone in 2012, it was widely presumed to be because he felt aggrieved at not getting the top job: Morgan Stanley had only recently promoted rival Colm Kelleher instead to run its securities division, and Traubman had been overlooked. Now that he’s running his own company, Traubman seems to be doing his best to keep his staff happy – in terms of paying them well, at least.

The latest accounts for PJT Partners (UK), the London operation of Traubman’s PJT Partners boutique, shows Traubman employed 107 people last year and spent nearly £51m on wages and salaries – suggesting average compensation of around £475k ($636k) per head for the year ending December 2016. PJT is thought to employ around 350 people globally and set aside $183m for compensation in the first half of 2017, suggesting compensation this year may be higher still.

Rising pay could be a trend. Compensation at PJT in London appears to have doubled for 2016. In 2015, average pay per head was “just” £175k. That same year, the highest paid director £1.7m, which rose to £3m a year later. This was probably Traubman himself, but could have been a fellow partner like, maybe, Johannes Groeller (also ex-Morgan Stanley), or Martin Gudgeon (ex-Blackrock).

PJT Partners pays less than rival boutiques like Qatalyst partners, but is a much larger operation. Formed from a merger of Traubman’s PJT Capital and Blackstone’s investment banking division in 2015, the London office generated revenues of £49m the following year, but made an operating loss of £18m due to what it describes as the trials of, “being a new company in a competitive business environment.”

After combining with Blackstone, PJT Partners houses a wide variety of partners (many of them, unsurprisingly, from Blackstone). A core eight of the firm’s 60 global partners are drawn from Morgan Stanley, however. In February 2017, PJT hired Emmanuel Gueroult, a former Morgan Stanley executive of 22 years. PJT’s most recent hire in London was William Ford, a Durham University graduate who joined its analyst class in August.

PJT’s London accounts help explain how it is that boutiques often pay so much (compared to banks): around 70% of its staff are revenue generators and just 30% are in admin.


Have a story or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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UOB has just hired an executive director in this hot Singapore job function  

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UOB has recruited an executive director to help lead its digital product development in Singapore.

Christopher Wee has joined from Standard Chartered and is focused on trade product development and digital partnerships for group wholesale banking, according to his online profile.

He spent six years at Stan Chart in Singapore – his second stint at the bank – as global head of receivables solutions management for corporate and institutional banking.

Prior to that, between 2009 and 2011, Wee was head of product development, transaction banking, in the Asian business division of Bank of Tokyo-Mitsubishi UFJ. He established his career during an eight-year initial period at Stan Chart, during which he held several senior positions, including head of product development for China.

Product development in trade finance has recently become a sought-after role in Singapore, say recruiters.

“It’s critical as trade finance is one of the capabilities which is now being digitised, so there’s greater interest in people who have this skill,” says Farida Charania, Asia Pacific CEO of search firm Nastrac Group.

Several banks are currently trying to digitalise their paper-based trade-finance systems, which involve processing hundreds of pages of insurance, shipping and other documents for every transaction.

Earlier this year Deutsche Bank, HSBC, KBC, Natixis, Rabobank, Societe Generale and UniCredit established the Digital Trade Chain, a blockchain-based trade finance platform being built by IBM. Citi and Standard Chartered are also among the firms investing in trade tech.      

“Singapore is a hub for trade finance, so people who can lead these digitalisation projects are now being hired here,” says another recruiter in the Republic.

Digital-banking product roles are in demand generally in Singapore, particularly within wealth management. OCBC is expanding its digital team and is willing to hire candidates from outside the banking sector to help overcome local talent shortages, Pranav Seth, head of e-business at the bank, told us last week.


Image: tupungato, Getty

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Morning Coffee: Associate tells manager 120-hour weeks are abuse. Deutsche Bank’s difficulties

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Have you ever had a boss that you couldn’t stand and wished you could tell a thing or two without fear of reprisal? Well, a former investment banking associate did just that in an anonymous first-person letter addressed to a former manager.

Published in the Guardian, the letter noted the “long hours and a complete work-life imbalance” at the investment bank, but admitted “I loved the good salary, the rush and the sense of achievement I got from structuring exotic deals. I was committed.”

After witnessing the breakdown of a fellow associate, the writer felt pride for holding up, not sympathy, having been hardened to pressure and inculcated with the fear of being perceived as “too soft.”

However,  working 20-hour days, 120-hour weeks and being on-call 24/7 eventually made the associate feel like “a piece of gum that has been chewed up and mangled” – “constantly jittery and on edge.”

When the banker mentioned this to the boss, they said: “Good! This means we’re training you well.” The physical and mental health of the team wasn’t an issue.

After four years of exhausting, well-paid work, the associate’s body was collapsing. That’s when the rebellion began.

“I began arriving to work later than usual and I even started taking time to eat a proper breakfast and lunch. I worked overtime, but I left before late evening and started turning off my phone at weekends. I caught up on sleep.”

The boss “would shout and scream that if I didn’t work harder, I would miss out on my bonus. You also dumped work on me at all hours and then disappeared for unexplained absences during the day.”

But even after getting promoted and moving to another team, something wasn’t right. So the banker quit to pursue something else: becoming an actor. “I want to thank you for treating me like a mangled piece of gum, because your hardened attitude helped me to realise life is too short to live for money,” he concluded as he left to follow his dreams.

Separately, Deutsche Bank CEO John Cryan’s problems keep piling up as he tries to revive the lender’s growth and increase market share.

First, Autonomous Research said the lender may be “beyond repair” unless there’s a “miracle” boom at its once-mighty bond-trading business.

Then, Fitch Ratings cut Deutsche Bank’s long-term credit grade cut one level, saying the bank will take longer to revive growth under its current turnaround plan: “We no longer expect revenue to demonstrate any clear signs of franchise recovery this year, and we expect necessary further restructuring costs to continue to erode net income.” Then a major shareholder warned that CEO John Cryan has six months to turn the bank around or he’ll have to go.

To make matters worse, Deutsche Bank has to pay $190m to settle U.S. litigation accusing it of rigging prices in the roughly $5.1 trillion-a-day foreign exchange market, Reuters reports.

Cryan said that the bank needs to focus more on generating revenue after its current restructuring drive to reduce costs.

Meanwhile:

Citi is applying for a license to conduct sales and trading activities in France. (Reuters)

Bank of America also wants Paris to be its European base for certain investment banking operations after Brexit. (Financial News)

Today’s Goldman’s equities traders are, “a little more technology enabled and a little more thoughtful,” than they used to be. (Business Insider)

Has Goldman got something against John Thain? Travis Kalanick appointed John Thain, ex-CEO of Merrill Lynch, ex-GS banker to Uber’s board even though Goldman Sachs proposed an alternative. (New York Times)

Some high-income earners could have their marginal tax rate drop from 39.6% to 25%. (Bloomberg)

PE firms are likely to be hiring in Europe. (WSJ)

Venture capitalists with daughters are more successful, because the latter have an effect on the former’s hiring policies. (The Economist)

Many hedge fund firms are doing better than they have been for quite some time and hence looking to add headcount. (WSJ)

We are in the midst of a “catastrophic sleep-loss epidemic,” the consequences of which are far graver than any of us could imagine. (The Guardian)

A Cambridge-born 30-year-old University of College London graduate and ex-banker is fighting with the Syriac Military Council (MFS), a Christian group battling ISIL a.k.a. ISIS and Daesh. (Daily Mail)

Photo credit: georgeclerk/GettyImages
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Citadel has increased its London headcount by 30% in a year

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Citadel is on a hiring spree in London. Over course of last year, as other funds cut headcount, Ken Griffin’s $27bn firm increased its UK employee numbers by nearly 30%.

In accounts for its London operation in 2016, released today, Citadel revealed that it has 196 UK-based staff, up from 151 the year before – or a 29.8% increase. It has 110 people working in investment management functions (up from 86 in 2015), and also increased technology and support staff from 65 people in 2015 to 86 last year.

This is no surprise. As we reported variously throughout last year, Citadel was poaching from large investment banks and competitor hedge funds alike and has continued to bring in senior staff throughout 2017 in its London operation.

Most recently, it hired Nicholas Wilson, a senior FX trader at Citigroup, Viswanathan Chandramouli, who was previously a portfolio at Emso Asset Management and Hossam Elsokari, a former SAC Advisers analyst who has been running his own hedge fund HSE Capital Management since 2014. All three joined in late September.

It also brought in Simon Chiavarini, a former UBS trader, and Zhen Yang to build out its London-based equities business in August. Meanwhile, Alan Dunwoodie, an executive director in finance technology at Goldman Sachs, joined as a managing director and head of risk IT late last month.

Despite the hiring drive, Citadel paid its London employees less on average last year. It shelled out £505.6k on an average pay per head basis last year, down from £568.2k in 2015. Meanwhile, its 13 members shared £157.8m, although the highest paid member was Citadel’s European parent company, which received £125.6m. This means the remaining 12 members shared £32.2m, or an average payment of £2.7m.

Citadel made profits of £57m on the back of £155.9m in revenues last year, down from £95.8m in 2015.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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This hot new $750m macro hedge fund has just poached from Brevan Howard

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One of the hottest macro hedge fund launches of 2017 has continued its recent hiring spree by poaching a portfolio manager from Brevan Howard in London.

Amia Capital, which launched with $750m in assets under management this summer, has just hired Karsten Filt, a portfolio manager at Brevan Howard who only signed up to Alan Howard’s firm in September last year.

Filt, who left Brevan in June, joined Amia as a portfolio manager in late September. Amia is the macro hedge fund set up by Antoine Estier, the former chief investment officer at BTG Pactual’s macro fund and three other founding partners: chief executive Igor Hordiyeyych, and portfolio Alex Garrad and Marat Djafarov. It spun out of BTG, and has largely been hiring from the Brazilian financial services firm, with 12 of its expected 20 staff coming from Estier’s former employer.

Filt also has a BTG Pactual connection. He joined the firm from Credit Suisse in October 2015, but spent just four months there before departing in February 2016 for Brevan Howard. BTG made some big headcount cuts last year – with headcount shrinking from 66 to 32 in the space of a month in March last year.

Estier’s firm has been hiring from other hedge funds too. Most recently, it brought in Pierre-Antoine Cousin, a former portfolio manager at BlueCrest Capital Management, who joined as a PM focused on equity derivatives in July. This follows the appointment of Ronan Cantwell, who joined from BlueCrest as chief risk officer in February.

Amia leased an office on King Street, London in the heart of the traditional hedge fund land of St James’s Square, Mayfair at a time when a number of other buy-side firms are moving to cheaper parts of the capital to cut costs.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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Head of tech M&A boutique: big banks’ ex-juniors are no good

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The trouble with big investment banks is that they don’t usually make unwanted analysts and associates redundant. Instead, they gently encourage their most unsuccessful juniors to find employment elsewhere. This makes life confusing for anyone hiring young people leaving big banks.

Paddy MccGwire should know. As the managing director of Silverpeak, a London M&A boutique, he’s hired his fair share of analysts coming out of large investment banks. And he’s found that they’re often flawed in ways that their immaculate CVs don’t make entirely clear.

“Our experience has been that lateral hires with up to 2.5 years’ experience from other firms are rarely successful,” says MccGwire . ” – In this case, you’re often hiring someone who hasn’t worked out in another firm….They’ll always have a good reason for leaving – they love tech and they were in a mining group, or they like corporate finance but they didn’t like the culture. There’s always something.”

In fact, these people are often poor performers whom big banks have told to “examine their options,” says MccGwire.  “These people often apply to boutiques, and the boutiques then discover why the big banks let them go.”

As a technology-focused boutique, Silverpeak advises investors and acquirers who are selling or fundraising to purchase European technology businesses globally.  In the past year, Silverpeak has sold German data management software company Auvesy to German private equity fund Brockhaus, for example, or Birmingham-based Silver Lining Solutions to U.S.-based customer experience specialist Genesys.

“We have no difficulty attracting people,” says MccGwire. “Technology is interesting. If you’re working on a mining or chemicals team there’s not much variety. But if you’re working in tech at Silverpeak, you could be working on Blockchain, internet of things, software, digital media, robotics, or space technology as examples… The scope is much broader.”

From now on, however, MccGwire will be giving big banks’ ex-IBD analysts a wide berth. While he says ex-associates are fine (“They’ve been in banking for three to four years and by that stage are proven performers.”), he suggests the analysts who come out of banks after six to eighteen months are often sub-par. And in a boutique like Silverpeak, which employs around 40 people in total across offices in London, Hamburg and Munich, but only 16 people in London, poor performance quickly becomes obvious.

“Juniors in boutiques are more exposed than in large banks,” says MccGwire . “They have to deal with a lot more different things at once. – They have a broader remit and there’s not really anywhere to hide if things aren’t working out.”  Not working out typically means not keeping up with the demands of multiple complex deals. “Mistakes are made and balls get dropped,” MccGwire explains.

Instead of hiring juniors with a slither of full time experience at big banks, Silverpeak has decided simply to train people entirely itself and to supplement them with proven associates. So far this year it’s three to four people onto its graduate programme, plus an associate from a major bank. MccGwire says there are plans to hire another associate before the year is out. The firm’s graduate hires aren’t entirely new to working in M&A: most have a “couple of internships” or a Masters in Finance under their belts.

Last time we wrote about jobs at technology boutiques, boutiques were criticized for paying less than major banks. MccGwire makes no apology for this: “We do not expect to pay the same as the big banks: we’re not competing on salary. We’re competing with a good package, great work content and a great environment.” If you join a tech boutique, he says you’ll get more client exposure and will be staffed on more interesting deals than banks can offer. He adds too that Silverpeak’s deal-flow should not suffer – and may even benefit from – Brexit: “The devaluation of sterling means British assets are notionally cheaper [for buyers overseas]…The sad thing is that there are so few buyers of scale in the UK itself.”


Have a story, tip, or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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Bluecrest has just hired BlackRock’s head of European electronic trading

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Bluecrest Capital Management has made a major hire from Blackrock – bringing its head of market structure and electronic trading, Scott Cowling.

Cowling joined Bluecrest in late September, according to the Financial Conduct Authority register. He departed BlackRock in April, where he has held various senior positions over the course of at least 16 years with the firm. He describes himself on LinkedIn as simply ‘central execution’ at Bluecrest. The firm did not immediately respond to requests for comment.

Cowling has been head of electronic trading and market structure for EMEA at BlackRock since October 2014, when he was promoted from head of equity trading for the region.

Cowling is a significant hire for Bluecrest, which has been losing senior equities staff over the course of the past few months. As we reported last week, Derek Flynn, the hedge fund’s head of equity execution trading is believed to have left, following the departure of Christian Dalban earlier this year. Dalban, the former head of equities trading at Nomura, was hired by Bluecrest in 2013, and brought across a number of his former colleagues including Flynn. Several have since departed and this follows a recruitment spree at Bluecrest when six equities portfolio managers joined in the final quarter of 2016.

Cowling’s move is the latest senior market structure and electronic trading move in recent months. Robert Crane, the former co-head of European electronic trading at Goldman Sachs who departed for KCG Holdings in 2015, joined HSBC last month as global head of cash execution.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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The 10 ways to get a first job in an investment bank

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If you’ve tried applying for a job in an investment bank, you’ll know that getting one isn’t easy. You’ll know that there are a lot more applicants than jobs (eg. 50:1), especially for the supposedly “sexy” jobs in the front office.  You should know too, therefore, that success takes persistence. You might fail once, you might fail twice, you might fail six times – but this doesn’t mean you shouldn’t keep on trying.

The truth is there’s more than one way of getting a graduate job an investment bank. The route you choose will depend partly upon the area of the bank you want to get into – aspiring M&A bankers have different options to aspiring banking technologists, for example. But if you’re really set on banking you shouldn’t give up before you’ve exhausted them all.

1. Apply for internships during your bachelor’s degree and get an offer of a full time job when you graduate

This is the standard method of getting a first job in an investment bank. While you’re at university, you need complete as many investment banking internships as you conceivably can, starting in your first year.

In Europe, these first year internships are known as ‘spring weeks.’  In the U.S. they’re known as “sophomore internships.” If you impress the banks’ recruiters during these short first year internships, you will often be guaranteed a place to come back for 10 weeks during the summer holiday of your second year (a so-called “summer internship” or “summer analyst program.”) And if you impress again during these summer internships, you should be offered a full time job when you graduate.

Simple.

Except not everyone makes it through this process. Not everyone “converts” their summer internship into a full time job – in some cases, the conversion rate can be as low as 26%.

If you don’t make it through, you’ll therefore have to try some other points on the list.

2. Apply for internships or graduate jobs during a Masters in Finance in course

These days, banks also like to hire juniors with Masters in Finance qualifications. This is especially so for positions in risk or sales and trading, although some M&A boutiques also hire Masters graduates.

If you’re doing a Masters in Finance, watch where you study – banks have their preferred courses.  You’re much more likely to get a job in Europe than the U.S. with a Masters, so also watch where you’re applying.

If you have a Masters in Finance, you’ll still join a bank as an analyst. Therefore, you’ll usually still need to complete a summer internship. With most Masters in Finance courses only lasting for one year, it’s advisable to complete this internship during the summer before the Masters even begins. In other words, you’ll need to apply for internships during the final year of a bachelor’s degree.

3. Keep on interning even after you’ve graduated 

What if you graduate from university and you’re not doing a Masters and you don’t have a banking job offer?

How about applying for further internships after you’ve left?

It used to be the case that students completed a single summer internship during which they received an offer to join an bank full time, or they didn’t.

Not any more.

Nowadays, some of the best students applying for jobs in investment banks have completed multiple internships. More importantly, some have continued to work as interns even after they’ve graduated.  Plenty of banks now run “off-season” or autumn internships which are open to students who’ve already graduated. At the end of these internships, you can still get an offer to join full time.

4. Apply during a top MBA 

Banks employ fewer MBA graduates now than they used to be, but MBAs are still hired onto “associate programs,” mostly for jobs in M&A and capital markets.  MBA graduates are also increasingly going into private wealth management, asset management or private equity.

As with Masters in Finance courses, banks are pretty fussy about MBAs. They like to hire students from top business schools. They also likely to hire students who’ve completed an ‘MBA internship’, which makes it a good idea to study a two year MBA so that you can complete an internship during the summer of your first year.

Lastly, the MBAs who are most successful at breaking into banking nowadays are often those who can bring knowledge specific to a particular industry. It’s usual to study an MBA  after working for a few years. If you leave university, spend a few years working in healthcare, study an MBA and then approach banks with a view to working in a healthcare-focused M&A team, or a healthcare-focused private equity team, you could be in luck. You can therefore also apply to a bank after time in industry – although you’re most likely to get in if you embellish your industry experience with an MBA.

5. Apply after completing an ACA qualification 

This only really applies in Europe and really on in the City of London, and then only during strong hiring markets. When things are going well and banks are short of experienced analysts to work in their M&A and equity research teams, they often raid the Big Four accounting firms for talent. Some banks, like Rothschild,  however, hire newly-qualified ACAs into M&A teams as a matter of course.

6. Apply after a PhD

As banks look to automate as many processes as possible, there’s increasing demand for people with complex quantitative skills who can work in areas like machine learning.  J.P. Morgan, for example, hired Geoffrey Zweig, who has a PhD in computer science from Berkeley to run its machine learning unit last January. Goldman Sachs CFO Marty Chavez has a PhD from Stanford.

The PhDs banks prefer have usually studied specific subjects, like quantitative finance, maths, signal processing, or machine learning itself.

7. Apply after time in the army

Banks like J.P. Morgan, Barclays and Goldman Sachs run specialist programs for hiring ex-military veterans. Time in the army isn’t a sure-fire route into an investment banking job, but it’s definitely an established route in.

8. Apply after time in law

Before he became a trader and worked for Goldman Sachs, Lloyd Blankfein was a lawyer. On Wall Street, law was traditionally a good route into front office investment banking division (IBD) jobs. Robert Kindler, global head of M&A at Morgan Stanley, spent 20 years at US law firm Cravath Swaine & Moore before moving into M&A in 2000, for example.

9. Apply after some time on consulting 

Banks hire in outsiders to help them work on strategy. If you’re a strategy consultant who specializes in the financial sector, you may be able to get an internal strategy job in an investment bank. Equally, if you’ve spent time working on regulatory implementation with a consulting firm, you could get a job implementing regulations internally with banks.

10. Apply through your ‘network’ 

Ok, networking and nepotism aren’t as big as they used to be in investment banking – particularly since the Chinese ‘princelings’ scandal. But having family, or friends, or alumni, to vouch for you still helps. One of Goldman Sachs’ top M&A bankers in the UK is the son of Martin Sorrell, the advertising mogul. Both of his brothers have worked for the firm too. In most cases, however, networking pure and simple won’t get you into a big firm – you’ll usually have to start at a smaller name and try working your way up.


How to get targeted by PE firms when you’re six months into your banking job

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Most first-year investment banking analysts are getting settled into their desk after their summer training, and they are already starting to feel the pressure to start planning their next move – usually private equity.

PE firms are reportedly recruiting earlier than ever, and banking analysts have to secure their two-year exit by starting to interview six months into their jobs. However, this is only true at the mega-funds and some of the big middle-market firms in New York.

Mega-funds are maybe the top 10 PE funds, the KKRs and Carlyles. This accounts for maybe 150 seats from the whole PE universe. Yes, that’s it – 150 roles, at the most, each year.

This is not a panic for most analysts, however. The opportunity may not even come to most IB analysts, as the process is tightly restricted to those at the cream-of-the-crop IB groups and elite boutiques. Recruiters hold a lot of power in these situations, and if you are an analyst that isn’t in one of the target groups – sounds a lot like “target school,” doesn’t it? – then you need to be proactive with setting up calls and getting coffee with recruiters that work with the funds you want to work for.

Most of these firms wrap up recruiting roles in a matter of weeks in January. To prep for these interviews, it comes down to cranking out modeling tests to study, as well as really understanding your fit with the firm and behavioral questions.

As a first-year analyst, it’s early in the game, so you won’t have any meaningful deal experience to talk about and you will rarely have learned any modeling on the job. The behavioral questions will therefore be immensely important, since you won’t have as much to say when talking about your experience.

For all of those sell-side analysts looking to work in PE but not necessarily shooting for a mega-fund role, the off-cycle recruiting process is much less structured. It often starts around the winter of your second year on the desk and can go on for months. Small to mid-sized PE firms start looking to fill roles six months out and consider immediate hires as they have openings.

However, it is a good idea to start building relationships with recruiters and networking at funds after you’re six months in. IB analysts need to approach PE recruiters proactively and keep them abreast of your skills, experience and preferences so they have the most accurate data on you and can help match you with job opportunities.

For the first six months of the job, most analysts won’t get any meaningful work. You typically need to start getting up to speed with your group and they want to see you prove your chops before you get staffed on any deals.

Traditionally, private equity values analysts who have deal experience, can speak to investment philosophy and deal rationale, can prove their financial modeling skills and, most importantly, will be a great cultural fit for the firm. Most of these skills are learned on the job, plus attention to detail and some level of preparation.

Sector-specific PE funds already have specific banks and desks in mind places from which they want to recruit. Also, recruiters will have the analyst’s preferences and skills in mind and will try to match PE firms’ requirements to analysts.

Very small PE shops will take on undergrads, but these roles will typically be much more heavily focused on sourcing as opposed to deal execution. You can try to go the MBA to PE route, but still, PE firms prefer candidates with IB experience, so many times you’d have to go from MBA to IB to PE. People with experience working in valuation roles at one of the Big Four accounting firms can get consideration from PE firms with heavy networking, but once again IB candidates are preferred. For more senior roles in PE, those with operations experience are also valued.

At the end of the day, making a switch to work in PE isn’t the only option for a banker, nor do you need to start the recruitment process immediately, but it certainly can feel like it once you are at the desk. Concentrate on impressing your current manager first and then think through what you need to do to move to the buy-side.

Anish Patel is a former investment banking analyst at BMO Capital Markets and corporate development consultant at Madison Wells Media. He created Valuation University, a resource for undergraduates interested in investment banking that provides career-development advice, insights into life at the desk, and financial modeling and valuation guides. Patel is the founder of a sparkling wine cocktail startup, Tinto Amorio.

Photo credit: blackred/GettyImages
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Morgan Stanley’s big new guide to jobs in quant funds

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If you’re interested in working for a quant fund, you’ll be interested to know that Morgan Stanley’s equity strategists have produced a big new 65 page report on factor and quant-based investing globally.

We can’t reproduce the whole thing here, but can pull out some of the most salient – and simpler – points. If you aspire to work for a quant fund, this is (some of) what Morgan Stanley’s strategists have to tell you…

1. Quant investing is the latest trend

Morgan Stanley’s strategists have produced a chart showing trends in investing dating back to 1950. Quant-based investing is the new-new thing.

Quant investing grew out of the mean variance model of investing from the 1990s in which portfolios were assembled so that returns were maximized for a particular level of risk.  These led to covariance matrices that generated beta values representing each asset class’s sensitivity to equity movements. Today’s quant funds, which use factor analysis (see below) can be seen as a more granular attempt to summarize the risk factors that influence returns in a market where risk seems to have been subdued..

What is a quant fund

2. Quant investing is the new thing, but it has a lot more growing to do

For all the talk, quant funds are still a tiny subset of the market. Right now, they only represent 7% of assets under management in the market, despite growing at a compound average growth rate of 17% over the past six years.

3. When people talk about quantitative investing, they’re talking about active funds which use mathematical models to detect investment opportunities 

Morgan Stanley’s strategists note that a lot of quant funds are active funds. In other words, they’ve taken over the stock-picking function of human fund managers and use complex mathematical models to pick stocks instead.

Just like the human analysts who went before them, these funds can use various strategies to make investment decisions, including event-driven, trend-following (momentum), economic data-driven or price inefficiency seeking.

4. However, quant funds can also be more passive and follow ‘factor-based investing strategies’

Other quant funds follow so-called ‘factor-based’ strategies. These are strategies that try improve investment outcomes (eg. enhanced returns, improved diversification, reduced risk) by targeting exposure to specific drivers of risk and return which are referred to as factors.

The five key factors targeted by quant funds are typically: value, momentum, size, quality and low volatility.

Quant funds following factor-based strategies typically employ quantitative/algorithmic approaches that automatically and dynamically adjust their portfolio holdings based on a given factor on an ongoing basis. One example would be a value-oriented factor strategy buys stocks that are trading at a discount to fair value or the broader market.

Factor-based strategies are not exactly active, nor exactly passive – they sit at the intersection between passive and active investing.

5. Some factor-based investing is smart beta

A subset of factor-based investing is “smart beta” investing. This is investing which uses clearly stated factor-based rules, but which then tries to derive extra returns by creating portfolios weighted towards particular securities instead of simply constructing the portfolio or index according to the relative market capitalization of the companies invested in.

Smart beta strategies can typically be separated into three categories: return-oriented (value, growth, quality), risk-oriented (minimum volatility, risk parity) and other (equal-weighted, multi-asset). A lot of smart beta strategies are built around exchange traded funds (ETFs) (see below).

What is a quant fund

6. Everyone’s looking at quant hedge funds, but it’s quant mutual funds where the big growth is

Morgan Stanley’s strategists note that quant and factor-based net flows accounted for 208% of the total US-domiciled mutual fund industry flows, and there has been a similar trend so far in 2017. Quant and factor-based mutual funds are on pace to set record net inflows, growing at about a 9.5% annualized organic growth rate through July.

BlackRock, the world’s largest asset manager, announced in March that it would overlay a quantitative strategy to some of its active equity funds in search of alpha. Other mutual funds are expected to do the same.

quant mutual funds

7.  The other big growth area is smart beta ETFs

The other big growth area are smart beta ETFs, where Morgan Stanley’s analysts calculate that assets under management have grown at a CAGR of 25% from 2010-17 YTD – well above the 18% CAGR for the ETF industry as a whole over the same period.

This year, Charles Schwab, BlackRock, WisdomTree, Franklin Templeton, Virtus and Goldman Sachs are launching smart beta products in ETF wrappers. In future, Morgan Stanley predicts growth in fixed income ETFs, environmental, social and governance (ESG)-related ETFs and emerging market ETFs.

8. But quant funds haven’t done THAT well

For all the excitement, Morgan Stanley notes that quant funds haven’t done that well. Factors are becoming less good at generating returns and in the U.S. only one factor –  enterprise value/EBITDA, has an annualized spread (i.e., performance of the top versus bottom quintile of a metric) of at least 5% since 2012. This is in contrast to the past, where factors had much larger spreads.

The decline in factor efficacy is thought to be due: increased competition between funds, the strange macro economic environment (eg. ultra-low interest rates), or regulations which have hampered the ability of quant funds to perform properly.

What is a quant fund

9. As quant funds attempt to regain an edge, the big thing now is alternative data sources

Many quants funds are looking into alternative data sources (“big data”) as sources of competitive advantage. These can include anything and everything from checkout scanner readings to parking lot traffic, credit card transactions, etc. The hope is that these data sets will produce uncorrelated returns and introduce previously untapped excess returns. If you want to get in on the next big quant trend, these big data providers may be the best place to situate yourself.

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Nine things you need to know if you want a banking job in APAC before Christmas

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Banks across Asia Pacific may be reducing their recruitment in the fourth quarter, but hiring in some job functions is still buoyant.

If you’re looking for a new role before Christmas, we’ve asked recruiters in Hong Kong, Singapore and Australia to tell us the key trends now shaping the job market.

1. Hiring is not dead in Q4

“It’s always worth exploring the job market in Q4 to potentially beat the post-bonus recruitment rush and have a role secured and ready to go in early 2018,” says Richard Aldridge, a director at recruiters Black Swan Group in Singapore. “Or alternatively, if you start a job in Q4, use your lost bonus as leverage to increase your base salary.”

2. Mainland banks keep on hiring

Chinese firms have done most of the hiring in Hong Kong investment banking this year – and will even be recruiting in the fourth quarter. “They will continue to ramp up the expansion of their front-office teams,” says Kevin Allen, senior consultant in global banking at recruiters Links International in Hong Kong. “These roles will be across M&A, capital markets and principle investment.”

3. Salaries still spiking for RMs

As private banks of all sizes – from UBS to UBP – continue to hire relationship managers, pressure on pay is increasing. “In their bid to grab market share faster, banks have created intense competition for talent, which in turn is pushing up salaries,” says Rick Chung, a senior manager at recruiters Randstad in Hong Kong. “I’ve seen record increments for RMs this year, with some achieving as high as 60% for a job move.”

4. Machine learning hiring on the rise

Banks are no longer just talking up machine learning, they are hiring experts in the field. “I’m particularly seeing more machine-learning skills in jobs involving the build-out of trading systems,” says Vince Natteri, director of headhunters Pinpoint Asia in Hong Kong. “Both buy-side and bulge-bracket firms in Asia are becoming more interested in machine learning for trading. More roles will open up next year, too.”

5. Banks more open to non-banking candidates

Several firms – HSBC and DBS among them – have told us that they are open to non-banking candidates as they boost hiring in digital banking. Recruiters say this has now become an industry-wide trend. Banks are recruiting project managers and designers from large technology companies, but they are also poaching from digital consultancies, digital agencies and fintech start-ups, says Charlotte Cheung, associate manager at recruiters Michael Page in Hong Kong. “This brings in cross-industry experience in order to counter fintech’s growing market share.”

6. Don’t be pushy on pay

Away from private banking, it’s unadvisable to be too aggressive when negotiating your pay. “I’m seeing candidates becoming more realistic about compensation, especially for the front-office roles, because markets are volatile and the employment market is erratic this year,” says Anita Sim, regional head of front office at LMA Recruitment in Singapore. “And in Q4, when most banks do restructurings before annual performance reviews, many bankers are more concerned about job stability than compensation.”

7. Head to Australia for private equity jobs

Private equity hiring is “above average” in Australia right now as new entrants to the sector expand, says Harrison Callahan, a front-office associate at JS Careers in Sydney. “BGH Capital and Odyssey Private Equity are notable local arrivals, while Oaktree Capital and Adamantem Capital have continued their expansion in 2017. Anchorage Capital Partners, Allegro Funds, CHAMP Private Equity, Quadrant Private Equity, and Pemba Capital Partners have either raised or are raising new funds, resulting in more hiring throughout this year.”

8. Anti-money laundering is in demand

Demand for AML staff has been strong in Singapore and Hong Kong for about two years – and now the hiring boom has spread to Sydney and Melbourne. “Due to increased media attention, major banks in Australia are reviewing and updating their AML/financial crime capabilities,” says Carl Piesse, business director at recruiters Hays in Sydney. “This has led to a spike in recruitment to ensure AML frameworks are meeting AUSTRAC regulations. This trend will continue through to Christmas and is likely to be a big focus in 2018.”

9. Counteroffers increasing in Australian banks

The third and fourth calendar quarters are traditionally a busy time for recruitment at domestic banks in Australia because the local financial year means they pay their bonuses several months after the international banks do. This year the hiring season has seen a rise in financial professionals receiving counteroffers, says Andrew Morris, director of recruiters Robert Half in Australia. “But offering a purely financial incentive to remain with the bank rarely works. It can be a very costly way to delay the inevitable.”


Image: szefei, Getty

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Morning Coffee: The new route to the top at Goldman Sachs and J.P. Morgan. When you earn 6 figures and can’t afford your children

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Lest there were ever any doubt about the centrality of technology jobs and technological innovation to banks, both Goldman Sachs and the corporate and investment bank (CIB) of J.P. Morgan now have technology-focused people near or at the helm. In the case of Goldman Sachs, Marty Chavez is now CFO and busily building his ‘data lake‘ to make Goldman the Google of Wall Street. In the case of J.P. Morgan, Daniel Pinto, CEO of the CIB is shedding some of his responsibilities (managing EMEA) so that he can focus more completely on global strategy and technological innovation.

We already know that J.P. Morgan spends $9.5bn a year on technology and is trying to cut down its need for junior technologists by (ominously) automating the coding process. We know too that J.P. Morgan has hired a head of machine learning from Microsoft and is using artificial intelligence to analyze legal documents and to identify potential investment banking clients. And we know that one of Pinto’s favourites is a man called David Hudson whose job is to come up with Google-style “moonshots” that will use technology to change the way the bank functions. Another Pinto favourite might well be David Fellah, the member of J.P. Morgan’s  European equity quant research team, who developed LOXM, J.P. Morgan’s new self-teaching trading algorithm, which can execute large and complex equities trades.

Either way, as men with a mandate to change the rules with technological innovation rise to the top, mere humans who are great at the process of their role are likely to go ignored. The banking leaders of the future will be those who can think big and thing technologically. Not those who work hard and bring in big revenues with today’s clients.

Separately, don’t be too philoprogenitive if you plan to live in London on an income of £140k ($185k). The ever-fecund British home secretary Boris Johnson has five children and reportedly claims that his cabinet minister’s salary of this amount is not enough to support them.

Meanwhile:

Banks are paying $500m each to make Brexit-related alterations to their European businesses (and they aren’t going to want to change them back again). (Bloomberg) 

France is positioning itself to take jobs from London after Brexit: it wants to know how it could simplify regulations (even though it won’t be able to do so unilaterally within the EU. (Reuters) 

HSBC likes to choose its CEOs in-house and its next one is likely to be its head of retail banking and wealth management. (Financial Times) 

Barclays’ stock is down 13% year to date while European banks in the Stoxx 600 index are up 11%. Barclays has performed worse even than Deutsche Bank. (Wall Street Journal)

Credit Suisse hired Max Mesny from Morgan Stanley to be co-head of its financial institutions group. (Financial News) 

Goldman Sachs might start a bitcoin trading operation, but the whole thing is at an early stage and may not proceed. (Wall Street Journal) 

“I have a pass card that has photos of me as both Pippa and Phil on it….A surprising number of random people reach out to me. Sometimes it might be as many as seven in a month. Even in Canary Wharf, I still have people coming up to me if I’m out in a bar — men dressed in suits, people that look very much like Phil, very corporate, normal… They will wait until I go up to the bar on my own and they will then approach me and say, ‘I’d really like to be like you.” (Financial News)  

When you leave finance to design corsets: ‘She handed in her notice and dyed her hair pink, something she would never have dared do in her previous job as senior vice-president, business development, at Eurex.’ (Financial Times) 


Have a story, tip, or comment you’d like to share? Contact: sbutcher@efinancialcareers.com

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Photo credit: Catch Me if You Can by Marines is licensed under CC BY 2.0.

BNP Paribas has hired Deutsche Bank’s head of inflation trading

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BNP Paribas is on a roll, and has continued its recruitment of senior traders by bringing in Stephane Salas, the head of inflation trading at Deutsche Bank in London, as its new head of inflation trading for Europe and the UK.

Salas, who joined Deutsche Bank to co-head of inflation trading from Societe Generale in 2011 alongside Paul Canty, has left the German bank to head European and UK inflation trading at BNP Paribas. Salas started out at SocGen in 1996 after graduating with a Masters degree in Finance from Cambridge University. When he left in 2011 he was global head of inflation trading based out of Paris.

Suffice to say, in normal circumstances, hiring a trading MD at this point in the year would be a costly exercise involving buying out bonuses. However, investment banks across the City have signed off on senior rates hires. Rates has been the big hiring story of the second half in London – even though revenues continued to disappoint so far in the first half across fixed income and J.P. Morgan is anticipating that fixed income currencies and commodities (FICC) revenues will be down by 25% in the third quarter. Banks are either replacing senior hires or building in anticipation of longer term revenues as the Federal Reserve’s move to raise rates and (likely) reduce its balance sheet could produce some much needed volatility in the market.

Deutsche Bank has had some troubles in its fixed income division, with revenues down 12% in the second quarter and the bank taking a reported $60m hit thanks to a bad bet by its inflation traders in the U.S. Salas was therefore in a seemingly precarious position as head of the division, but Jacob Bourne, the head of U.S. inflation trading who joined from Scotiabank in October last year, departed in July.

Despite fears of over-hiring, Deutsche Bank has been building its rates business regardless – it poached from BNP Paribas, bringing in Greg Slawsky, a director-level rates salesman to join its team in New York City and Eric Zijdenbos, who rejoined Deutsche as a managing director in rates sales in London. The French bank also lost Robert Tzucker, who joined Barclays as head of USD inflation trading in June.

BNP Paribas also hired Robert Boeheim and Eusta Qin, a former Goldman sterling corporate bond trader and investment grade financials trader respectively, in June and has also been building its emerging markets credit trading business this year.

BNP Paribas said that it was hiring for its corporate and investment bank again, but its fixed income division doesn’t seem the obvious place to build after a 16% drop in revenues in the second quarter. Its equity and prime services division was up by 25.7% in Q2, and it’s been hiring here. Matthew Clark, a former global head of client executives at Citigroup’s run prime broking sales and it  also promoted equity derivatives trader Jerome Bassot to global head of prime trading.

Contact for news, tips and comments: pclarke@efinancialcareers.com

Image: Getty Images

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