Danos Group
06 Apr

We are here to answer our Clients, Contractors and Consultants questions:

  • How have our client base reacted to the IR35 delay?
  • How can Contractors & Consultants remain marketable in the current climate?
  • What is the status of the interim market & what is the expected forecast for the coming weeks?
  • How have we found the process of onboarding Contractors remotely?
  • Are existing Contractors through Danos able to work from home?

Presented by Katherine Lord, Head of Danos Consulting – klord@danosconsulting.com

Part One – The Current Market – Monday 6th April 2020 – Danos Consulting
Part Two – The Current Market – Monday 6th April 2020 – Danos Consulting

*** The next session will be on Monday 20th April ***

Please post questions on LinkedIn or email klord@danosconsulting.com

27 Mar

With the current lockdown of countless cities and countries, many companies have adopted for working from home policies, and new talent is being onboarded virtually.

We have seen a flurry of new starters working remotely and we are very pleased to report that we are successfully supporting our clients with the virtual onboarding of new permanent employees, contractors, and consultants.

We asked some of our recent on-boarders and hiring managers to share their experiences…

“We have used Danos many times to hire previously and trusted their recommendations on contractor hiring. The onboarding of a candidate was achieved within 48 hours as requested and we are pleased to have had the extra onboarding support from Danos at this difficult time”. Head of Compliance, Asset Management.

“A prime example of how recruitment in an ever changing and dynamic environment can still be executed efficiently and swiftly.  The Danos team facilitated a streamlined and adapted recruitment process to support the financial services industry being thrust into uncharted territory, whilst still meeting the high standards required by their clients.  Very impressed by the team’s work ethic and diligence in making ‘virtual’ recruitment an entirely seamless and successful experience”. Compliance Consultant, Private Equity.

There are many guides on how to onboard remote staff, here are eight top tips for hiring managers:

IT hardware and manuals – Don’t forget a mouse and keyboard. Your IT department will assist with setup.

File and software access – Identify what is required and notify your IT department to provide the right level of access.

HR paperwork – Having your new hires sign employment contracts and other legal documents can be time-consuming if they need to print, scan and email all copies or send them via mail. Consider using an e-signature tool, like HelloSign or DocuSign, so that employees can add their signatures digitally and share contracts in a secure environment.

Company communications – Ensure new hires understand how to use the company communication tools. Describe the best ways to contact managers, team members and how to troubleshoot communication technology. People might need support setting up tools such as:

  • Company email
  • Group messaging tool
  • Video conference software (Skype, GoToMeeting, Zoom, Cisco….)
  • Webphone application

Company culture – To help them understand the culture, share:

  • Your employee handbook in digital format
  • Any presentations or literature on your company values
  • Pictures and videos from recent all-hands meetings
  • Overview of the company’s charity work and support programmes 
  • Articles or podcasts that describe your company’s ethos

Goals and expectations – Prompt managers and/or the new hire to set clear goals and expectations, including completion of online training:

  • Define short-term and long-term goals
  • Develop and share a task calendar after new hires’ training and onboarding sessions

Scheduled meetings – Connecting with people is very important, with today’s technology we can do this very effectively remotely, set-up:

  • Weekly one-on-one meetings to discuss upcoming projects, progress and resolve potential issues
  • Meetings with team members and other key employees. These meetings could be one-on-one and/or group calls with: Managers, Direct reports, Coworkers, Key stakeholders from other departments

Role-specific training – Use interactive training courses, that are user-friendly to boost engagement:

  • Record product demos to better explain features through video
  • Arrange a training with your IT department. Remote workers should get familiar with: File-sharing applications and cloud backup software (like Google Drive, Dropbox, Carbonite). Computer security (for example, how to lock laptops and install anti-virus software). Password management and data encryption tools to protect their devices

Onboarding remotely is different. It’s done virtually: an introductory handshake becomes an introductory message and a welcome lunch becomes a greeting over technology (email, video, audio). However, it is evident, more so in these current times, that if new hires are properly onboarded virtually then they will thrive in their remote roles.

If you would like advice on virtual onboarding or have any questions on virtual permanent or interim hiring, please feel free to reach out to our experienced team and they will be happy to support you in anyway.

Click here to meet the Danos Team

19 Mar

“During this period of change and uncertainty we want to emphasise our commitment to supporting clients and candidates in any way we can.

If you have any concerns around market conditions or the recruitment sector across our specialist practice areas, please reach out to one of the team who will be there to discuss and advise.

What we have seen this week is still a decent level of demand across Compliance, Risk and Legal, although there will obviously be some adverse reaction certainly in the short term.

Based on our experiences from our APAC offices, earlier in the year when they were dealing with the same challenges the rest of the world is facing now, the effects on our sectors were minimal and demand has now picked back up to pre-crisis levels.

We are committed to supporting businesses and individuals, please do not hesitate to contact us. We are here to support you.”

Dominic Danos & The Global Team

Click Here For The Team Contact Details

11 Mar

The coronavirus continues to spread and cause disruption. More country’s announce part or total lockdown, including yesterday’s announcement that the whole of Italy is now in lockdown, with 60 million people being restricted by travel and social gatherings – And It looks like other countries will follow.

Businesses will need to keep going as best they can during the more disruptive period of the Coronavirus pandemic, maintaining business continuity is essential.

Many companies are being responsible by implementing strategies to prevent the spread of coronavirus, and to limit the potential devastation it could have on the continuity of their business, including:

  • Launching working from home policies.
  • Halt on all overseas business travel.
  • Split teams 50% office based and 50% homebased.
  • Requesting self-quarantining of staff post trips to affected areas, or if showing signs of symptoms.

In addition to adopting these strategies, and a crucial part of planning, firms should be looking at the use of Consultants or Interim Contractors, they can play an important part in allowing many organisations to continue operations by:

  • Audit and update of disaster recovery policies and procedures.
  • Risk analysis.
  • Supporting business continuity planning (BCP).
  • Interim resourcing to deliver on specific projects.
  • Additional skilled personal to support where roles or teams have been temporarily compromised.
  • Implementation of disaster and recovery plans.
  • Interpretation and implementation of global government guidelines.

Currently there is no sign of the coronavirus subsiding. It has been agreed that tackling coronavirus will require a national and international effort. Firms will need to play their part in prevention and safeguarding their business operations.

Danos Consulting is a specialist financial services consultancy firm. With an unparalleled talent network, we provide experienced, first class practitioners at affordable costs on an international scale.

We have a bench of over 800 Compliance, Risk and Legal Consultants, which we use to resource projects. We offer staff augmentation, interim resourcing and consulting services.

If you would like to find out more or would like our support, or advice on our Consulting solutions, please do get in touch.

29 Feb

The size of the online global gambling market (including online gaming, arcade games, lottery, scratch cards) is set to double by 2024. The current size of the market is almost 46 billion US dollars, by 2024 it is anticipated to be valued at more than 94 billion US dollars.

There is no single piece of legislation that covers the legality of global internet gambling. Legal and regulatory disputes are dealt with mostly by countries own local law. These laws vary largely from one region to the next, many regions make regular changes to their legislation as well.

In the UK, the Gambling Commission has stepped up its monitoring and investigation of compliance failings included but not limited to Anti-Money Laundering (AML), underage users, unfair terms, and breaches of Advertising Standards. Lack of compliance in the gambling industry will result in operator licenses being withdrawn, high financial penalties and the banning of irresponsible individuals operating in this sector.

The Gambling Commission reported they carried out more than 160 investigations in the 2018/2019 financial year and imposed a variety of sanctions on operators. Betting companies in the UK paid out £19.6 million in penalties over the course of the year, for failing to protect problem gamblers and the stopping of money launderers.

Though the gambling and gaming market is a very attractive growth market, it is essential that operators pay close attention and comply with the rules and regulations.   

There are three principles that operators need to cover under compliance in the gambling industry:

  • Keep crime out of gambling.
  • Conduct operations in a fair and open way.
  • Protect children and vulnerable individuals from being harmed or exploited by gambling.

The Gambling Commission has set out clear advice and guidance on how to comply with the law and license conditions and codes of practice. Covering social responsibility, AML, technical standards, complaints handling and Alternative Dispute Resolution (ADR), and sector-specific compliance in the gambling industry. But having a strong compliance culture is more than just complying to law and license conditions, the following should also be in place:

  • Compliance requirements to be set and constantly monitored and updated in line with regulatory changes and business changes.
  • Regular internal audits and assessments of processes to monitor performance and efficiency of systems and processes.
  • Senior Management to set a customer-centric culture by accentuating social responsibility, that aligns with long term financial viability and growth of the organisation.
  • Roles and responsibilities need to be defined, where employees having a clear understanding of their accountabilities.
  • Each department and individual have a role in initiating and maintaining social responsibility and AML practices.
  • Revenue generating teams’ form part of the compliance structure, to form the first line of defence against compliance risk.
  • Thorough training of staff as teams grow or staff change. In addition to refresher training for established staff.

If you are currently operating in this market or you are looking to enter, you will need to ensure that your business is complying. Danos Consulting is here to support you, we can help ensure that you understand the legislation and that you have the right processes in place. We can support you with:

  • Review of local and country-specific guidelines and requirements.
  • Gap analysis of current Social Responsibility and AML systems, processes and procedures.
  • Adherence to regulatory change including the Fifth Money Laundering Directive.
  • Gap analysis of current organisational systems, process and procedures.
  • Delivery of training.
  • Project management of implementations.

Danos Consulting is a leading supplier of Compliance and Risk personnel globally. With an unparalleled talent network including consultants based in Malta, Gibraltar and Cyprus, we provide experienced, first-class practitioners at affordable costs on an international scale. We have a bench of over 800 Compliance, Risk and Legal Consultants, which we use to resource projects.

Danos Consulting can offer a range of solutions tailored to your personal needs. If you would like more information or have any questions, please contact us.

Katherine Lord
Associate Partner, Head of Danos Consulting
Tel: + 44 (0) 207 010 1153
Email: klord@danosconsulting.com

Source: Market value of online gambling worldwide 2017 and 2024. Published by S. Lock, Sep 23, 2019

Source: Gambling Commission – How to comply with your licence conditions

29 Feb

The Grand Duchy of Luxembourg – a small country landlocked by Belgium, France and Germany – is today a prominent financial centre.

With the decline of the steel manufacturing industry Luxembourg diversified and is now best known for its status as Europe’s most powerful investment management centre.

The Luxembourg market is booming, and with strong economic growth occurring in Luxembourg, there has been an increase in recruitment for Compliance, Risk and Legal professionals.

Brexit has definitely sparked an increase in recruitment across Europe, subsequently, many international firms have expanded their operations or set up new offices in Europe. Due to its dynamic nature, Luxembourg has become an attractive location, especially for Fund companies.

With the increasing opportunities in Luxembourg, professionals are often receiving multiple offers at once. This means that employers are having to compete on these offers, which in turn increases salaries across the market.

Packages are attractive in Luxembourg; many professionals are happy with their role and consequently are not actively looking.  We have noticed that many of these passive professionals and top talent are not applying directly for roles, but they are still open to new opportunities. They just feel more comfortable working directly with a headhunter as this is a more discrete option, allowing them to gain a better understanding of the market and opportunities.

Overall with Brexit and the heightened pressure from the regulators, Luxembourg will continue to see an increase in recruitment for top-calibre Compliance, Risk and Legal professionals across Financial Services.

As it becomes harder to attract this talent due to the candidate shortage and inflation of salaries, the selling points of joining a new company would now have to focus on:

  • Flexible work-life balance
  • Clear career progression
  • Shorter recruitment process

When the market for the best talent is competitive and when professionals are not actively searching for a new role, a recruitment “reactive” search strategy is not effective.  A dedicated headhunter like Danos Associates uses a “proactive” method, where we use our extensive knowledge and comprehensive network of industry contacts to identify those hard-to-find candidates. We approach these prospects directly and discreetly, as these candidates are people employed and not actively seeking a new role but are the perfect fit for the vacancy. In addition, we can provide recruitment market insights, and we have a holistic view of remuneration packages across the market, so we are well-positioned to advise on competitive salaries. Using a specialist headhunter will enable you to fill your open positions with the best talent.  

Danos Associates is ideally placed to support your recruitment strategies, we have a global network of talent.  As a leading supplier of Compliance, Risk and Legal personnel to the financial services industry globally, we are extremely well-placed to find you the best candidates.

We use our experience and market knowledge to help you land the best people for your roles.  Treating each client as unique, understanding the business requirements and advising on the best hiring strategies, to ensure you have the best and most appropriately experienced talent.

If you would like to find out more or would like our support or advice, please do get in touch.