Marc Sumner

🚨 Q2 2025 Market Update: Risk, Audit, Compliance & Cyber Security Hiring Trends Across UK & EMEA 🚨 Control functions are no longer just about protection, they’re now at the heart of resilience, regulation, and transformation. 📊 Key insights from our latest report: ✅ Cyber Security demand up 12.5% YoY - talent shortages intensify ✅ Internal Audit shifting to digital and ESG transformation assurance ✅ Risk functions ramp up climate, ICT, and model governance ✅ Compliance surge driven by MiCA, AMLA, Consumer Duty & crypto regulation We’ve benchmarked salaries across London, Frankfurt, Dublin, Zurich and more and explored the critical trends shaping H2 2025 hiring. 👉 Want the full breakdown? Drop a comment or message me for the full report. #FinancialServices #HiringTrends #InternalAudit #Compliance #CyberSecurity #RiskManagement #DORA #MiCA #UKJobs #EMEARecruitment #FSRecruitment #ESG #Regulation #TalentStrategy

6

1 Comment

The UK MSP sector is witnessing notable activity and strategic growth moves as we approach the end of 2025. Recent months saw acquisitions by key players like Softcat, Redsquid, Flotek Group Limited, and Ekco reinforcing their scale and offering greater market reach. These acquisitions reflect a strategic focus on consolidation and expanded service portfolios, particularly in cybersecurity, cloud, and digital transformation. Investment from private equity continues to flow into mid-sized MSPs as the emphasis on recurring revenue models and technological innovation intensifies. Meanwhile, firms like Advania UK are strengthening their capabilities through acquisitions targeting niche digital transformation and compliance services, elevating their value proposition in highly regulated sectors. Market dynamics indicate cautious optimism overall, with demand still strong for managed security and AI-driven automation. Upcoming industry events like XChange MSP London will further highlight the latest strategies and innovations defining UK managed services. For UK MSPs, successfully integrating acquisitions and innovating service delivery will be key to capturing new growth opportunities in an evolving landscape. #UKMSP #MergersAndAcquisitions #ManagedServices #Cybersecurity #DigitalTransformation #PrivateEquity #TechGrowth

2

CATCH UP WITH THE LATEST EPISODE NOW! 📲 I'm joined by Justin Byrne, Founder & Group CEO at Certus Recruitment Group. We discuss the transition from GTM to tech recruitment, key differences in UK vs US recruitment, scaling challenges, 2026 growth plans and much more 👇 Watch or listen to our newest release right here: Spotify - https://lnkd.in/ehx9EHQ6 YouTube - https://lnkd.in/e24zEBwX Apple - https://lnkd.in/egqnAizZ Amazon - https://lnkd.in/e5iuABbp - - - - - - - - - - - - - - - - - - - THE SEARCH PODCAST is proudly sponsored by Ascen. Ascen's all-in-one platform is fully white-labelled and handles onboarding, payroll, invoicing, insurance, benefits, and optional embedded payroll funding.

11

It's happening......... The RPO market is experiencing significant growth. Projections estimate 10% annual growth in the coming years. If you have a customer who would book a meeting to hear more about: 🌟Reducing the cost per hire by +30% 🌟Accessing expertise and tech 🌟The ability to turn hiring on and off 🌟How to enhance the employer brand 🌟How to build a true talent pool for them Then you should probably innovate and build talent solutions. If you dont, your competetitors will.

18

1 Comment

MSP Hiring Insight One thing we’re seeing across MSP technical hires is that 2nd line engineers aren’t “mid-level” anymore. The gap between 1st and 2nd line has widened significantly. Why it matters: – Clients expect deeper fault ownership – Engineers are being pushed up the stack faster – Salary bands are lagging reality What’s working better: - Paying for capability, not job titles - Testing troubleshooting depth early - Being honest about escalation expectations Bottom line: If your 2nd line role feels like 3rd line in practice, candidates already know.

10

Our second panel session of TPAC will be led by our co-host Eintech's Founder and CEO James Carter. This session will explore: "How are remote assessments working for you?" Around for years, accelerated by world events, and still very much a part of our lives, remote assessments continue to be a hot topic of discussion as digital innovations continue to evolve and shape how we assess as well as how candidates expect online assessments to be. Joining James on this panel are: > Anna Howard, Head of Qualifications, Innovation and Development at CIPFA > Russell Ampofo, Director of Education, Training & Examinations at the Royal College of Anaesthetists > Jacqueline Martin, Director of Education and Lifelong Learning at the Association for Project Management > Catherine Christmas, Senior Assessment Manager at ICAEW > Karen Brocklesby, Head of Professional Qualifications at Institute and Faculty of Actuaries > Rash L., Snr. IT Strategy and Delivery Manager at The Institute of the Motor Industry (IMI) Be part of the conversation: > Exploring what has been working well for their organisations > Honestly exploring the challenges faced along the way and how these were overcome > Creating wish-lists to guide the future development of assessment platforms > Practical advice on combating identity fraud, malpractice and plagiarism Don't forget to head to the website to secure your ticket: https://lnkd.in/eAMwCmHT Or reach out to myself at Peridot Partners or our friends and co-hosts at Eintech with any questions. We look forward to seeing you there!

11

Scaling your business? Then your RPO partner matters more than ever. We’ve outlined what to look for when choosing a provider that can grow with you 👉 https://lnkd.in/dk28yq_4 #Growth #RPO #EmbeddedTalent #BusinessScaling #HiringSolutions

3

Lesson Learned: How speed matters in the UK&I market when competing for top sales leaders   One of the biggest challenges I see right now in SaaS, ERP and Cybersecurity hiring is speed. The best sales leaders in the UK&I market don’t stay available for long. Often, by the time a business has scheduled a second round, competitors have already made an offer. The lesson? If you want to secure the very best, you need a clear, streamlined process and the ability to move quickly when you meet the right person. I’ve seen companies transform their hiring outcomes simply by shortening timelines and empowering decision-makers to act faster. In this market, speed isn’t just efficiency – it’s a competitive advantage. Curious how other businesses are adapting their hiring process to compete for top talent? Let’s connect and share notes. richard.mason@rlmrecruit.com www.rlmrecruit.com #Hiring #SalesLeadership #TechSales #SaaS #CyberSecurity #ERP #UKI

2

Big changes in the UK right now around umbrella legislation and employment rights 👀 And while organisations are adjusting, there has been a real spike in AI being used by fraudulent candidates 🤖🎭 It’s becoming a bit of a wild west out there. But the good news is that an MSP could be exactly the mitigation you need to stay secure, stay compliant and stay focused on your goals 💡🎯 Worth thinking about as the landscape keeps shifting!

12

Is your contingent workforce as cost‑effective as it could be? Our hybrid MSP for London Borough of Barking & Dagenham combines stable direct delivery, full supply chain management, enhanced governance, market insights, and user-friendly tech. For over a decade, our streamlined approach has reduced complexity, enhanced fulfilment, and achieved sustainable savings averaging £2 million a year. Find out how in our case study: https://lnkd.in/ewKCpHR6                                                      #AdeccoUKI #Pontoon #MSP #PublicSector #ContingentWorkforce #WorkforceSolutions #AdeccoUK #WorkforceManagement

2

1 Comment

Quick one - but this keeps coming up in my calls with MSP leaders: “We keep losing the standout candidates mid-process... and end up hiring whoever sees it through.” Here’s the real feedback from those "standout" candidates, the ones who quietly disappeared: - “The job brief didn’t align with the interview.” - “The vibe felt rushed - like a checklist was being ticked off.” - “Only one person showed up, and didn’t seem present.” - “The questions felt robotic.” - “I barely got to ask anything - and the answers were vague.” How to avoid this: - Align the job ad with the actual role and convo - Ditch the checklist - have a real, two-way chat - Ensure interviewers show up (and show up present) - Leave space for meaningful questions - Prepare real answers - not surface-level responses If the experience doesn’t feel exciting or human to you, it won’t feel inspiring to them. The good news, make these tweaks and you'll be pleasantly surprised #CandidateExperience #CloudEngineers #ManagedServices #ArcqTalent

6

2 Comments

𝐔𝐊 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐚𝐫𝐞 𝐩𝐢𝐯𝐨𝐭𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐔𝐒 𝐦𝐚𝐫𝐤𝐞𝐭, 𝐚𝐧𝐝 𝐢𝐭’𝐬 𝐧𝐨𝐭 𝐚 𝐜𝐨𝐢𝐧𝐜𝐢𝐝𝐞𝐧𝐜𝐞 👀 Right now, the US recruitment market is booming, and more UK-based recruiters (especially experienced 360s and agency leaders) are making the move or building US desks. Here’s why 👇 🤼 𝐋𝐞𝐬𝐬 𝐬𝐚𝐭𝐮𝐫𝐚𝐭𝐢𝐨𝐧 Many US markets are far less agency-heavy than the UK. Less noise, fewer “preferred supplier lists,” and more space to actually build relationships 🤑 𝐌𝐔𝐂𝐇 𝐁𝐢𝐠𝐠𝐞𝐫 𝐟𝐞𝐞𝐬 Higher salaries = higher fee values. Simple maths. Even conservative US deals can outperform many UK placements. 📞 𝐂𝐥𝐢𝐞𝐧𝐭𝐬 & 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚𝐫𝐞 𝐟𝐚𝐫 𝐦𝐨𝐫𝐞 𝐨𝐩𝐞𝐧 𝐭𝐨 𝐜𝐨𝐥𝐝 𝐜𝐚𝐥𝐥𝐬 Cold outreach is culturally normal in the US. Decision-makers expect sales calls, and candidates are generally open to conversations - even if they’re not actively looking. For strong 360 recruiters, this is a massive advantage. 📈 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞-𝐥𝐞𝐝 𝐦𝐚𝐫𝐤𝐞𝐭 In many US sectors, demand still heavily outweighs supply. Good recruiters with strong process are thriving. 💸 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐬 𝐭𝐡𝐚𝐭 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐫𝐞𝐰𝐚𝐫𝐝 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 The US market is far more comfortable with aggressive commission structures, say goodbye to the poor 15% terms! 🌍 𝐔𝐊 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐚𝐫𝐞 𝐰𝐞𝐥𝐥-𝐭𝐫𝐚𝐢𝐧𝐞𝐝 𝐟𝐨𝐫 𝐢𝐭 Let’s be honest - UK recruitment breeds resilience. Cold calling, BD, and full-desk ownership translate incredibly well to the US market. 🕒 𝐓𝐢𝐦𝐞 𝐳𝐨𝐧𝐞 & 𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐟𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 Many firms now allow UK-based recruiters to work US markets remotely, or relocate with serious support once they prove themselves. 🏢 𝐁𝐢𝐠𝐠𝐞𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬, 𝐛𝐢𝐠𝐠𝐞𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐥𝐚𝐧𝐬 US businesses scale quickly and hire in volume. Mid-market and enterprise clients regularly recruit at levels that create repeatable, long-term billings. 🧠 𝐔𝐊 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐡𝐚𝐯𝐞 𝐭𝐡𝐞 𝐬𝐤𝐢𝐥𝐥𝐬𝐞𝐭 If you can win business in the UK market, you’re more than capable of succeeding in the US. Many recruiters find conversations warmer and doors easier to open From a rec2rec perspective here in Manchester, I’m seeing more conversations than ever around: Building US desks Moving from UK → US markets Agencies restructuring to chase higher-margin growth The hype is real - but so is the opportunity if you get it right 💯 If you’re a UK recruiter curious about the US market (or an agency hiring for it), happy to share what I’m seeing on the ground. Jenny@recifytalent.com 📧 07903 676 830 📲 #r2r #rec2rec #USrecruitment #recruitment #hiring #wearehiring #jobsinrecruitment #recruitmenttrends #recruitmentboom #USmarket #tech #techrecruitment

1

Partnership Announcement: inploi 🤝 RL Exchange Really pleased to welcome back Inploi to the Resourcing Leaders UK community for the newly introduced RLX. For both TA leaders trying to convert talent into hires and vendors building solutions for the space, it’s clear that candidate engagement and application drop-off are two of the biggest challenges in hiring right now. Attracting talent is one thing but actually keeping them engaged through the process and converting that interest into applications is where many teams struggle. It's so important what they're doing: using AI-powered candidate engagement to help organisations source, engage and convert the people they need, while treating candidates more like customers and giving recruiters time back to focus on people, not process. Looking forward to having Felix Dealtry lead 1:1 meetings and join the conversations with the community over the two days. Welcome back Dean Webb Matthew de la Hey and co 🚀

27

3 Comments

The MSP industry is moving quicker than ever — new tech, new tools, constant change. But a lot of people I speak to aren’t feeling the benefits. I ran a poll recently asking: 'what’s the biggest challenge in your current MSP role?' Here’s what came back: 39% said salary and benefits 33% said lack of career development 22% pointed to work-life balance 6% mentioned outdated tech No surprises to be honest. Salary and progression come up in nearly every conversation I have. People want to feel valued and see a future for themselves. My takeaway? The MSPs that come out on top will be the ones that listen to this stuff and actually do something about it. #MSP #ManagedIT #TechCareers #CareerDevelopment

7

I've seen the background of the CTO in question and they can point to a track record of YoY success, implementing scalability without losing the passion / energy.

2

Recruitment is changing faster than most agencies are willing to admit. CV scanning, manual shortlists, and gut-feel interviews don’t scale — and they don’t compete with AI that can read thousands of profiles in seconds, match skills objectively, and remove bias from first-round screening. This isn’t a threat to recruiters. It’s a warning. AI won’t replace recruiters, but recruiters who use AI will replace those who don’t. #RecruitmentTrends #AIInHiring #FutureOfWork #HRTech #TalentAcquisition

54

9 Comments

If you want to win MSP programs, stop trying to “stand out.” Start trying to make the MSP’s life easier. Most suppliers: ❌ Submit unqualified resumes to hit submittal limits ❌ Ignore manager requirements and submit “good enough” ❌ Submit without reading manager feedback Better partners: ✅ Submit only qualified candidates ✅ Match every resume to what the manager wants ✅ Recruit based on manager feedback MSPs don’t choose the loudest supplier. They choose the easiest one to work with.

5

2 Comments