They opened offices in New York in 2008 and continue to expand their US operations, doubling their floor space with a recent move to newly refurbished offices on 5th Avenue. NJF Search also launched their Singapore office this year and will be growing the Asian presence in line with strong regional demand for specialist front office search providers. CEO Nathan Francis, is clear in his commitment to a building a global franchise that stands side by side with key clients around the globe.
NJF are a front office search firm with specialist teams focused on Sales & Trading, Quantitative & Electronic Trading, Commodities, M&A and Advisory, Research, Risk and Technology.
This focus within each team on building specialist product and market knowledge, as well as deep rooted networks, enables then to deliver on even the most complex hiring needs and has led to NJF being recognised by many as market leaders in their specialist area.
There is a healthy balance of ex-industry professionals combined with experienced search consultants and an intensive training program means there is almost an academic approach to understanding the roles with which they recruit. The various different internal development programs and the company’s commitment to the evolution of their work force has resulted in them being nominated for various awards this year. Francis seems to be one of the few CEO’s within the recruitment industry that has identified the inherent problems in running an international business: maintaining high standards, a collaborative culture across regions and ensuring delivery. 'You have to learn to trust in the people you hire and not try to monitor every activity. Some firms run very aggressive KPI driven business models which prevent any chance of relationships being formed, consultants developing real market knowledge or the client receiving a holistic view of all relevant candidates'.
When speaking with NJF Search’s Commercial Director, Leon Devereux, unequivocally there is underlying commitment to the application of a pure search methodology, but the traditional retained vs contingent models are both becoming instinct and that the real value is a in hybrid approach geared towards speed of delivery and quality of service. Leon comments ‘we believe in producing a shortlist of candidates that are a result of intense market mapping and networking, not on a role by role basis, but as a result of each consultant being an expert in their field thus already knowing the top 3 or 4 candidates.
When asking Nathan about his plans for 2012, he is cautiously optimistic. It seems they are positioning themselves within growth markets as well as committing to maintain their leading position across the front office. For a search firm that has always grown throughout the downturns, Nathan’s commitment to building specialist market knowledge coupled with professional delivery, seems to be a winning formula. With a record start to 2012 and an ever expanding portfolio of live mandates, NJF seem to be one of the few firms still aggressively hiring.
To view NJF’s current live vacancies, please visit: www.njfsearch.com/jobs
To contact us, please visit: www.njfsearch.com/contact-us