Danos Group
02 Oct

Since the outbreak of the Coronavirus earlier this year, we have experienced a surge in remote interviews and with the ongoing need to maintain social distancing, remote interviews are quickly becoming the norm.

At Danos we have been working hard to support our clients and candidates to adapt to this style of interviewing. Scientists have predicted that coronavirus is here for the long haul, so you may need to take practical steps to make sure your interviews run smoothly.

So how do you conduct effective remote interviews? If you are new to remote interviewing or want to improve your process, please read on, as our team share with you some practical tips.

Make the best impression:

  • Dress professionally – even though you may be working from home, dress as if you are going into the office. A jacket and tie may be overkill in some instances, but all video interviews certainly warrant business attire. No T-shirts, hoodies, pajamas! 
  • Be early – make sure you are at your desk and 100% ready to go at least 10 minutes before the interview. This will give you time to settle-in and prepare.
  • It may be tempting to have a lot of notes pulled up on a second screen or below you. Generally, it is smart to have a copy of your resume but try not to have much else. You do not want to be caught looking down or at a second screen for too long.
  • Have a quiet and distraction free interview space – consider the quietest place in your home. A distraction free background is a good way to make an impression. 
  • Eye contact is key in video interviews. Try looking directly at or slightly to the side of the webcam when possible, and especially when addressing the interviewer. Body language is important, and it can be easy to sit there rigidly, but this runs the risk of not seeming engaged. 

Be prepared:


  • Make sure you know the role and understand it to the best of your ability – Particularly show how your experience relates to the role.
  • Ensure you know who you are meeting with and research them – where they are based, what was their career pathway.
  • Best practice is to try a test call/video at least a day before with a colleague, family member, or friend so that you can ensure all issues are ironed out beforehand.
  • Make sure you have good lighting in your room. Do not interview with a window behind you as the light will cast a shadow on your face, making it hard to see. Sit opposite a window to ensure this does not happen. Overhead lighting or desk lighting is recommended as well. If desk lamps are not available, turn the brightness up on your computer screen which will cast good light. 
  • Avoid distractions – Close doors, turn off your phone, tell your household that you are in do-not-disturb mode, and be sure to close all other windows on your web-browser to avoid distractions. Try to be in a quiet, visually neutral location for the duration of the interview.

Have the right technology:


  • Make sure you have the link for the interview, or the call number well in advance.
  • Test internet signal well before the start of the interview to avoid poor connections. Move your modem and router if necessary and if you are in a bigger space, consider investing in Wi-Fi extenders so you are fully covered wherever you plan to take the call.
  • We recommend using headphones during your video/phone interview. This ensures that your voice will be picked up clearly and without interference from your external speaker playback. 
  • Internet speed plays the biggest factor in whether you have a smooth video connection. Most seem to agree that you need at least a 1 Mbps to ensure a good, HD Video connection. You can test your connection by following the link here at https://www.speedtest.net/. Another way to guarantee a smooth connection is by using a wired ethernet connection (if you are using a computer). If a wired connection is not an option, ensure that you are not using any streaming services on your computer or in your household. It is safest to close all programs until after your interview.
  • Have a plan in case the technology fails. Ensure that the interviewer or coordinator of your interviews has your email and cell phone number. If you are in contact with the interviewer or coordinator directly, reach out to them as soon as you have issues to ensure no further delays in your interview. 
  • Most video conference services have an accompanying mobile app for iPhone or Android. Consider downloading and setting these up on your phone just in case, as cellular signal can sometimes be more reliable than Wi-Fi. 

Remote interviews are proving to be an effective employee selection method. Many of these tips are applicable to both interviewee and interviewer. Like all interviews it is important to prepare yourself, the environment, and technology.

If you would like advise on remote interviewing please connect with one of our team members https://www.danosassociates.com/team/ and we will be happy to support you.

Danos Associates Team

09 Sep

Last month the Securities and Futures Commission (SFC) published their latest Asset and Wealth Management Activities Survey. This report presented strong growth in Hong Kong’s asset and wealth management business in 2019, it found that the Assets Under Management (AUM) of the asset and wealth management business in Hong Kong increased by 20% year-on-year, to $28,769 billion (US $3,694 billion) as at 31st December 2019.

Other positive results included:

  • 22% year-on-year value growth in asset management and fund advisory businesses.
  • 19% year-on-year value growth in private banking and private wealth management business.
  • 11% year-on-year value growth in assets held under trusts.

It was also reported that this growth has had a positive impact on the total number of staff in the asset and management business, as at 31st December 2019 it was 45,1327, with an increasing proportion directly engaged in asset management and other support functions, thus representing a 2% overall increase in personnel.

Despite the uncertain and challenging global market situation due to the COVID-19 outbreak and increasing geopolitical tensions between the US and China, Hong Kong’s financial market has remained buoyant so far in 2020.

“The performance of Hong Kong’s financial markets in the first half of 2020 showed that they remain resilient.” – Mr Ashley Alder, the SFC’s Chief Executive Officer.

The SFC has committed to initiatives to facilitate the development of Hong Kong as a competitive full-service asset and wealth management centre and preferred fund home. The success of this is likely to lead to an increase in demand for skilled Compliance and Risk talent.

The last couple of years have seen the introduction of the SFC’s Manager in Charge regime and the Fund Manager’s Code of Conduct, which have driven the need to upskill Compliance and Risk Management talent. As firms build regional trading desks and increasing look to the China market for expansion the need for experienced senior level Corporate Governance professionals in Hong Kong only increases.

It is without doubt that the recruitment market in Hong Kong has suffered a tough 12 months, however, there are encouraging signs that AUM in the region will continue to grow, and the need for Compliance and Risk Management talent by both international and local financial institutions remains key, overall it looks like the future is very positive and recruitment opportunities will increase.

As a leading supplier of Compliance and Risk Management talent to the Hong Kong and global Financial Services market, we are extremely well-placed to find you the best candidates.

Please contact me to discuss any current or upcoming hiring, or to ask any questions about the current market.

31 Jul

Do you have the resources to review and upgrade your AML systems and controls?

With increased reporting of criminal investigations and case outcomes related to planned or reported laundering operations, the Private Equity sector is under the regulatory spotlight.  

It was recently reported by the US Federal Bureau of Investigation (FBI) that firms in the Private Investment Funds industry are being used for laundering money at scale, according to a leaked intelligence bulletin prepared by the agency back in May. This leaked document reported cases from within the US, the Cayman Islands, Luxembourg, Mexico, Russia, and the UK.  

The UK Financial Conduct Authority’s (FCA) recent announcements indicate that Private Equity firms will see increased regulatory scrutiny. 

In relation to money laundering Private Equity firms with links to the UK face two key risks, these are within Fundraising and Transactional activities, these risks may give rise to criminal and or regulatory issues.  

In response Private Equity (and similar) firms will need to review and enhance their Anti-Money Laundering (AML) systems and controls. This may require increased hiring of permanent and interim resources to support this activity. 

As a leading supplier of compliance personnel to the financial services industry globally, we are extremely well-placed to find you the best permanent and interim candidates. 

If you would like to discuss you hiring needs, or a recent track record of our work conducted, please contact:

Ed Wacher (permanent)
Tel: +44 (0) 20 3889 5756
Email: ewacher@danosassociates.com

Katherine Lord (interim)
Tel: +44 (0) 207 010 1153
Email: klord@danosconsulting.com

24 Jun

As an organisation we are committed to Diversity and Inclusion (D&I). However, recent events have made us reflect on whether we are doing enough. Our existing approach to D&I has been largely focused on our global team, internal policies, and our external search practices.

We believe that equality is about creating a fairer society, where everyone can participate and has the opportunity to fulfil their potential. Diversity is about valuing the differences between people and the ways in which those differences can contribute to a richer, more creative, and productive working environment. Inclusion is about ensuring that nobody within the team is excluded, and great communication.

It is important that all our employees and those we place on behalf of our clients are treated equally and fairly, and without discrimination in terms of recruitment, remuneration, training and development, appraisal and promotion opportunities, regardless of race, gender, sexual orientation, religion, belief, age, marital status or disability.

We recruit for the financial services industry, a sector that has been focused on D&I for some time, when compared to other industries.  It is a requirement voiced by the vast majority of our clients during search briefings that we push the D&I agenda while executing searches on their behalf. Whilst this has been a focal point for some time, we realise we have the power as a recruitment company to actively influence the inflow of under-represented groups into the sector we service, thereby helping to advance the D&I agenda.  

The governance of the sector has a sharpened focus on D&I in its supervision of financial services firms. For example, the UK’s Financial Conduct Authority (FCA) makes a clear, intrinsic link between a lack of inclusive culture and non-financial misconduct. Changes in general workplace legislation is having a profound impact on firms; for example, the Supreme Court Of The United States (SCOTUS) recently ruled that the Civil Rights Act protects gay and transgender people from the workplace discrimination, a positive move towards equality – Read more at https://www.nytimes.com/2020/06/15/us/gay-transgender-workers-supreme-court.html.

The FCA has D&I high on their agenda, they have published their sixth Annual Diversity Report, that fulfils part of their Public Sector Equality Duty under the Equality Act 2010 and related secondary legislation – Read more at https://edit.fca.org.uk/publication/corporate/annual-report-2018-19-diversity.pdf. This report outlines the strategy and approach, as well as key activities and successes, that have impacted the UK financial services sector.

We must address the social injustice in our communities and cannot remain silent – silence is simply unacceptable. We are committed to stand against the legacy of systemic bias, racism, and discrimination.

In addition to our current practices and approach, we have set up an internal Diversity and Inclusion committee, this group will review our practices and policies, and identify what actions we can take as a business and individuals to further support.

We are in a position where we can actively support our clients’ D&I strategies, and assist those clients that are culturally transitioning, by advising and working with them on their D&I hiring strategies. It is important that we address the under-representation of minority groups and to ensure a career in the financial services industry is appealing to the next generation of professionals.

We can actively promote to our clients the importance and commercial benefits of a working culture that is diverse and inclusive, not only in terms of the bottom line but also in terms of employee satisfaction, and hence the attractiveness of a company to potential employees.

It is important that we continue to support all our staff, that we provide our clients with diverse candidates and that we strengthen our voice and use it to inform and influence others. We are actively taking a step forward towards true equality. 

#blacklivesmatter #pride #lgbtq #allnotsome #inclusion #equality #diversity #disabilityawareness #diversitymatters #mentalhealth #unity #humanrights

The Danos Team

27 May

Danos 2020 Challenge for Charity – Congratulations the Danos team have completed their 20 Challenges in 20 Days to raise money for Mind.

We have been raising money for Mind, an amazing charity that provides advice and support to empower anyone experiencing a mental health problem. Mind is also one of the charities that is supporting Our Frontline (a helpline uniting mental health charities in the support for those working on the frontline against coronavirus).

We hope you have enjoyed watching the Danos Team in action!

If possible, please show your support for the cause by donating at – Danos 2020 Challenge for Charity Just Giving Page

Thank you for your continued support during these unprecedented times.

The Danos Team

19 May

We have been inspired by The Duke and Duchess of Cambridge who launched Our Frontline (a helpline uniting mental health charities in the support for those working on the frontline against coronavirus).

The Danos team will be completing 20 challenges for 20 days, to raise as much money for Mind, who are one of the charities uniting for Our Frontline.

Follow our daily progress on LinkedIn and if possible please show your support for the cause by donating at – https://www.justgiving.com/fundraising/danos2020challengeforcharity

Thank You

If you want to follow our early progress:

Visit for day 1 to day 5

Visit for day 6 to 10

Visit for day 11 to 15

Day 20 (the final!) – Global Team Triathlon

It is the final day of the Danos 2020 Challenge for Charity, we took on the task of doing 20 Challenges in 20 Days, to raise money for Mind.

Six teams from around the globe competed in a Triathlon with a difference. Each team had to complete a 20 Minute Cycle, 2.0 km Run, and 200 Jumping Jacks, the times were then added together and verified, and the team with the quickest time won….

Congratulations Denis Spearman, Isabel Anchebe, and Jordan Locke, who came first place in the Global Team Triathlon.

Day 19 – 20 Minutes Boxing

The gloves are on today for the challenge – 20 Minutes Boxing.

Day 18 – 20 Pictures Of The Day

For the days challenge, the Danos team took 20 Pictures that reflected their day. There definitely seemed to be a lot of food!

Day 17 – 20 Minute FaceTime With A Loved One

It is important that during these restricted socialising times, that we keep in contact with loved ones, friends, clients and candidates. For today’s Challenge for Charity the Danos Team have spent some quality time with their families, albeit remotely!

Staying connected can help your mental health and will also brighten up the day for others – Just look at the joy this challenge has created.

Day 16 – 2.0 Meter Lego Tower

For today’s challenge the wider Danos family was enrolled to help build the 2.0 Meter Lego Towers – Very impressive.