Hiring and developing the right
people is the critical factor that determines success or failure in
the financial service industry.
We believe that the leaders of
any business are crucial for its success. We want to help them do what they
are paid to do: manage the business. This means finding the best people to
employ and then empower them to do the best possible job.
Temple Associates serves the
recruitment needs of Employers in the Asset Management and Private Banking Industries. We focus on the United Kingdom and the
German-speaking parts of Europe but in selected segments of the financial
markets we are also active in other geographic regions.
Personal contacts created over
many years and a state-of-the-art database of potential candidates allow us
to respond to all inquiries in a timely manner with candidates that will
help our clients to succeed in an increasingly competitive market
A flat organization means that
most aspects of a search are handled by the person at Temple Associates that
is the prime contact for the client. This guarantees absolute quality
control and short lines of communication between candidates and the client.
Successful business needs good People
and good Judgment - We provide you with both!
Contact us for a preliminary
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Topical News and Comment
A great programmer is ten thousand times the price of a good
programmer" (Bill Gates)
How many years of work should you reveal on
Few people feel the need to
mention their first job on their resume, but what about that early career
job you had 15 years, or even 20 years, ago?
This is exactly how many years of work you should reveal on your resume
Performance Reviews - a superfluous Ritual?
Lucy Kellaway may be on the
right track: 'Hire only managers who are able to manage, and who are
good at telling people how they are doing, not once a week but all the
Also have a look at Interview with Accenture's CEO:
In a big move, Accenture will get rid of annual performance reviews and
Succession planning often neglected
released by Stanford Business School highlights the cavalier attitude
that many organisations take when planning for the eventual replacement of
their executives. While we are happy to assist any client in his search for
alternatives we think that the first stop in any well-managed company should
be their own pool of seasoned and well-trained managers.
Bad interview techniques
threat to image of your company
While you, the employer, are
watching for clues to find the best and brightest employees, would-be
workers are doing the same, wondering: "Are you the best company to work
for?" (At Work: How you
can hire the best employees,
UBS boss hires old friend for senior role
When one reads that the
recently appointed CEO of UBS hires a
former colleague from his days at Merrill Lynch as Co-Head of Global
Investment Banking one has to assume that the hiring old an (business)
friend may give a certain amount of comfort and hope that relationships in
the top management team will work smoothly. But there is always the danger
that sentimental aspects cloud the judgement or that conflicts of interest
impede rational decision making or sour the morale of the other team
members. The big question is also why a global (?) player like UBS cannot
grow its own senior managers. Once you had to be an officer in the Swiss
Army to climb the management ladder at the old UBS (before it was taken over
by local rival Swiss Bank Corporation) and that surely was not providing an
adaequate talent pool (and led to the sorry demise of the 'old' UBS) but has
the bank really drawn the right conclusion and found the right formula? The
track record over the past 10 plus years speaks a clear verdict.
Comments on Human Resources