“If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you” – Steve Jobs. On paper, Interim was the logical choice. It was flexible, offered more money, gave me complete choice over who I worked with - when and where - and provided me with diversity that I really enjoyed. But, if the vision is compelling and it completely sucks you in, then I guess that’s what you have to follow. Stanton House has been my constant. The company that I gave everything to as a Consultant. I did a lot of project-by-project work but I genuinely feel; despite working on a contract basis, that the work I have achieved with Stanton House has been no less than anything I would have given to the company as a permanent employee. A lot of this is due to mindset. I always felt part of the business and had always placed myself in their story. They always included me fully as well. I would celebrate their successes and take pride in the achievements of their workforce in a completely personal way. I built strong relationships with key stakeholders and I have an undeniably strong work ethic; I hope that my delivery always matched. However, when I recently sat down with Neil and discussed the prospect of a permanent position I was overcome with a feeling of vulnerability that I hadn’t felt in over a decade. I hadn’t considered a permanent role for several years, so to even think about perhaps losing my flexibility, potential breadth of experiences and with the reality of having to make changes to my childcare (never straightforward!), it was a terrifying concept – something I simply hadn’t contemplated or considered in a very long time. As much as I love consultancy work, the prospect of walking away from Stanton House really upset me; the opportunity was too exciting and I just couldn’t picture saying goodbye. My work wasn’t done! I knew that Stanton House needed an ongoing investment in Learning and Development but I didn’t know to what extent it could go, how my own career development if I were to commit to the role would be impacted and indeed if there was a true hunger for whatever that might look like. I very openly discussed the objectives that I had regarding my CPD, flexibility and the excitement I would miss from my former life as well as the balance that would be needed for this to work with my family. So, as every brave 41-year-old woman does, I asked for the job that suited me. A job that would fit around my family, offer the opportunity for career development and most importantly, a job that ensures I can continue to add true value to the business. This resulted in a 4-day a week position that has very quickly evolved into a bigger role, with even greater remit of responsibility, inclusion and influence in the company. It was incredible to together create a role that ensures I will never begrudge the commitment that I chose to make and at the same time allow me to lead by example to current or prospective Stanton House people wanting to go into senior positions, in a way that suits them. This has given me even greater confidence that I have made the right decision and I am thrilled to be working for such an agile and forward-thinking company that truly allows me to add the value that I know will benefit all of our people; our greatest asset after all.
16 Jul 2019
As Published in Recruiter Magazine. 2018 was a year of exponential growth and significant expansion at Stanton House with the opening of a new office, the launch of a new business and more than 50% headcount growth. Six months into 2019 and it doesn’t look like the customer-focused recruitment consultancy is planning on slowing down. On 1st July, Stanton House appointed Lee Costello and David Fleming as Managing Directors while onboarding their first Chief People Officer, Caroline Lansbury. Lee Costello has been a Director at Stanton House for more than eight years having co-founded the company’s Reading office in February 2011. He has watched the regional business grow from strength to strength, moving into its third premises and adding Cyber Security, Finance Transformation and Human Resources to its offering. David Fleming has similarly worked with the business since 2011 and will now take on a breadth of new responsibility and the strategic direction for all of Stanton Houses’ London teams including Change and Transformation, Technology, Accounting and Finance, Finance Transformation and Senior Appointments. Caroline Lansbury recently joined the business having worked for five years as a Qualified Executive Coach on a contract basis for business leaders across a multitude of business disciplines, including Stanton House. Caroline now joins Stanton House permanently as part of the Operational board with her main focus on development of the workforce. With more than a decade of experience as a Senior Manager within the recruitment space herself, she understands all too well the challenges facing todays leaders in this fast-paced, challenging and constantly evolving sector. Neil Wilson, CEO and co-founder of Stanton House said: "We are beyond excited to welcome Caroline to the Board and to celebrate the combined 16 years of hard work, devotion and passion that both David and Lee have invested into our business. “All three will continue to play a leading role in ensuring that we maintain our focus on delivering exceptional customer experiences and in developing our people to be best equipped to succeed in a challenging environment. I look forward to seeing the huge impact they will have on the future growth and success of Stanton House.”
15 Jul 2019
With the role of a CISO under constant scrutiny it’s hard to know where they stand. Do they report to the board, are they part of IT, are they best suited as part of the permanent function or do we interact with them on a virtual basis? There are so many questions surrounding the role of the CISO that it’s incredibly hard to stay up-to-date but one debate remains prominent and that’s whether a CISO should report to the CIO. In the last six months we have been speaking to CISOs across the globe to get their opinion on the current Cyber landscape as part of our new white paper. We ask them about the role of the ‘accidental CISO’, what the future holds and how the title is evolving but one topic that kept arising was the relationship with the CIO, and overwhelmingly, it appears to be a negative one. One of our contributors raised a vital point – IT is a peer of Cyber, not a superior. She went onto explain: “A CISO should aspire to become Head of Information Risk and Compliance. It’s not all about IT. Unfortunately, as soon as the word “cyber” became trendy, the pernicious assumption followed that IT should and could handle all aspects of Cyber. This trivialises the non-IT aspects of security; information does not become irrelevant simply because you have printed it out! A person who knows our acquisition plans isn’t an IT issue, but could be an information security issue, for example. “Another aspect of this assumption which is troubling is that the CIO’s performance is primarily measured upon system uptime and delivery of new features. Confidentiality, and for that matter integrity, is not as highly featured in their playbook; so, if information security is reporting to them, they cannot prioritise it. Therefore, if the CISO is reporting into the CIO, you have an inherent conflict of interests. IT should be the peer of information/cyber security, not its superior.” With IT and Cyber arguably having a conflict of interests, is it wrong for us to assume CISOs now report to CIOs? I’m keen to hear your views on the matter – do the two go hand-in-hand?
11 Jul 2019
Programme Manager £90,000 - £95,000 per annum + bonus + benefits package including car allowance Buckinghamshire HR Change Lead £50,000 - £60,000 per annum + benefits package Kent Technical Architect £600 - £700 per day London Financial Accountant £50,000 - £60,000 per annum Oxfordshire Information Security Governance, Risk and Compliance Lead Negotiable Berkshire Finance Business Analyst £400 - £450 a day London Finance Manager - 12 Month FTC £45,000 - £50,000 per annum + benefits package London FP&A Capex Manager £450 - £500 a day Berkshire A wider selection of current vacancies can be viewed on our opportunities page or get in touch for a confidential discussion about how Stanton House can help you hire great people or assist with your own career goals.
26 Jun 2019
We always speak of CVs as a chance to sell yourself. A rare opportunity to be as conceited as you like and speak of your incredible achievements, exceptional career journey and enviable skill-set, all without a single critique. But, are we relying too much on these examples of our consistent and ingrained behaviour and should we instead be presenting the premium value we are capable of adding to a new business? You should be using your CV as a business proposal and pitching yourself as an asset, an unmissable investment opportunity that will without a doubt bring premium value and return on investment (ROI). In the same way as a business pitch, you should be leading with the value you can add rather than listing what you have been responsible for in the past. Ask yourself what value you are trying to portray? What is the outcome you are hoping to achieve? The ROI you can bring to the table and the evidence backing this up? How would you approach this if you were looking to secure investment? What experience has allowed you to grow a business and create value through efficiency and how is it relatable to this organisation? Why are you a sure bet for success? You also need to think less about your own achievements and focus on the motivations of the hiring manager. What is the key thing that the person you are meeting is hoping to achieve? What is your premium to them and why can you; out of your vast pool of competition, add that value the most? Your recruitment partner should be helping you to identify the business goals and aspirations of the company to allow you to accurately articulate your value in a meeting and once you have this, you are able to present yourself as an investment opportunity to the business evidenced by a selection of examples with concise evidence of how you have behaved, what you have achieved personally and importantly, through others, which is vital. By tailoring your CV to the aspirations of the business and selling yourself on the value you are capable of adding, you can shape the premium you will contribute to that particular organisation and articulate it effectively in a conversation that will bring your career achievements to life both in a compelling and relevant way to your audience.
26 Jun 2019
In one week’s time some of the most established women from across the UK will be joining us for the first of our Women in Business event series. Senior Finance, Change, Technology, Cyber and HR professionals from the country’s leading organisations will be attending our Building Confidence in Women in Business workshop to network with a variety of exceptional female talent to discuss the hurdles they still face in the board room today. We see an array of diversity-focused events which do a phenomenal job at engaging women into certain industries and helping male peers understand the struggle but this event is all about inspiring already-established women and helping them build the confidence they still lack, despite being at the top of the ladder. Starting with a panel of incredible speakers including Elona Mortimer-Zhika of IRIS Software Group, Xenia Walters of SDL Group and Jane Murdoch of Jacobs and finishing with an interactive workshop with our very own Director of Learning and Development, Caroline Lansbury, the event will be sure to build confidence, inspire and offer a safe space under Chatham House rule to share similar experiences, challenges and obstacles they still face today. Our event is now fully subscribed but we would still love to hear from you and find out more about the obstacles you may face as a female leader today. Please do join the conversation – we would love to hear your thoughts. The event is being held next Thursday, 27th June and while we will not be sharing our attendees, we will be providing you with a summary of the evening and an idea of how our network of female leaders feel about having a voice at the table.
19 Jun 2019
We have two exceptional new Senior Consultants joining Stanton House today - meet them here! Tom Gilchrist Tom joins Stanton house today as a Senior Consultant working in our Human Resources department. Tom started his working life in the British Army as a Private where he spent six years before giving his time to teaching disadvantaged children with an educational charity. He then started his career within Business Development and Recruitment before moving to Stanton House today where he brings his breadth of experience and passion for people to the mid-senior level Permanent HR market. Tom brings with him four years of recruitment experience from the Engineering and Manufacturing world and has always been a consistently high performer being promoted twice in his last consultancy. Head of HR at Stanton House, David Garstang, said: “We are absolutely thrilled to extend our HR team and welcome Tom who has not just a broad range of experience but an incredible work ethic, brilliant sense of humour and huge interest in the HR community! “His exceptional career spanning across the military, engineering and sales will make him a fantastic asset for our team and an even better HR partner for our growing network across the Thames Valley.” You can congratulate Tom here. Anthony Sibayan Anthony joins Stanton House today as a Senior Consultant focusing on the Cyber Security market in London. He brings with him three years of recruitment experience in the Cyber Security and Security Architecture markets having spent some years gaining commercial experience in the banking sector. When he isn’t working, Anthony spends as much time as he can outdoors and just this weekend climbed the Three Peaks having recently climbed Pen y man and Snowdonia in Wales. Head of Cyber Security, Ryan Surry said: “We are super excited to have Anthony on board as he not only brings a great deal of Industry experience with a fantastic track-record of creating exceptional customer experiences but he is also an energetic, ambitious and passionate person who will make an incredible addition to our growing team.” You can congratulate Anthony here.
13 Jun 2019
“Sticks and stones may break my bones but words will never hurt me.” Is it time we stop applying the same rule to our Cyber Security? As a society we are obsessed with materialisms. Be it new cars, talking technology or even television series we are fascinated by our ability to see and as a result, we are incredibly talented at ignoring the things that aren’t visible. We can apply this theory to Mental Health for instance. We are witnessing a huge shift in the way we deal with our wellbeing, moving our focus away from physical health and focusing on important conversations about anxiety, depression, loneliness and psychosis which have been traditionally seen as taboos but isn’t it time we applied the same rule of thumb to our online security? We are so accustomed to throwing physical precautions at problems. Anti-biotics, anti-depressants, manpower and restraints. We have rehearsed the routine with mental health for decades and we are doing the same thing to our security. Why do we think as a society that a fist will do more harm than a hacker? It’s time to start looking at education. Become proactive as a society rather than reacting to the latest hack and hope for the best. It’s time to re-train your workforce and re-wire your own understanding of Cyber Security and to help you find out where to begin I have created a white paper focused on Cyber Security with a focus on how HR and Cyber Teams can work together to train the workforce and counteract the human element involved in data breaches. To request a copy of the paper please get in touch and in the meantime, join the conversation – is it time we stop ignoring the problems we can’t see?
11 Jun 2019
Head of Learning & Development £105,000 - £110,000 per annum + car allowance + bonus + LTIPS + benefits Reading/ London Group FP&A Manager £80,000 - £100,000 per annum + bonus + benefits London Finance Manager £60,000 - £70,000 per annum + bonus + benefits package Reading Corporate Treasury M&A Consultant £700 - £800 per day London Technical Architect £600 - £700 per day London Information Security Risk Analyst Negotiable London A wider selection of current vacancies can be viewed on our opportunities page or get in touch for a confidential discussion about how Stanton House can help you hire great people or assist with your own career goals.
06 Jun 2019
Commercial Finance Business Partner £50,000 - £55,000 per annum + bonus + benefits Surrey Programme Manager£80,000 - £85,000 per annum + benefits + bonus + car allowance BuckinghamshireChange Manager - Retail £500 - £550 per day Hertfordshire Information Security Risk Analyst Negotiable City of London Finance Analyst £48,000 - £50,000 per annum Glasgow Talent Acquisition Specialist Up to £45,000 per annum + competitive package Buckinghamshire Head of Finance Transformation £700 - £900 per day Surrey Finance Manager - French Speaking £65,000 - £75,000 per annum + bonus + benefits London A wider selection of current vacancies can be viewed on our opportunities page or get in touch for a confidential discussion about how Stanton House can help you hire great people or assist with your own career goals.
29 May 2019
Finance Analyst£48,000 - £50,000 per annumGlasgow Head of Finance Transformation£700 - £900 per daySurrey Talent Development Partner£70,000 - £75,000 per annumBerkshire Commercial Performance Manager£70,000 - £78,000 per annum + bonus + benefits packageLondon Senior Network Security Consultant NegotiableBerkshire Process Excellence Project Manager£350 - £360 per dayWatford Senior ETL DeveloperUp to £60,000 per annumHigh Wycombe A wider selection of current vacancies can be viewed on our opportunities page or get in touch for a confidential discussion about how Stanton House can help you hire great people or assist with your own career goals.
15 May 2019
We interviewed CISOs from across the world and asked them to give their best piece of advice to aspiring CISOs. Here’s what they said: “Volunteer more and set up your own labs at home. The more experience you get, the more understanding you have and the better position you will be in at the point of interview.” “You need to be inquisitive, curious and a good marketer. You need to understand how people think and you need the IT experience, tech understanding and soft skills.” “A CISO should have held senior management roles in many industries, not just security. They should have held significant budget, be able to understand an operating model of a business, have grown-up conversations with a Finance Director, Technical Analyst and be able to explain security to the broader business. Qualifications are a bonus; I would pick experience over certificates every day.” “The ideal CISO should be mature, have experience of walking in the shoes of other people who have held budgets, understand that you cannot seek perfection and that you will need to support the business and understand where it’s going, its constraints and then implement realistic robust solutions and work with the whole business to achieve it. They need to translate security into business terms and have strength, credibility and wisdom.” If you have any advice for aspiring CISOs please join the conversation and if you would like a copy of our upcoming white paper focused on the evolution of the CISO please get in touch.
10 May 2019