Industry experience & technical excellence
PPR are construction industry specialists. We connect Principle Contractors and Sub-contractors with qualified and skilled industry operatives. We work across the construction industry with a key focus on rail, airports, and mechanical & electrical engineering. We have supplied skilled staff for major infrastructure projects in London and the South East, and provide both clients and candidates with a comprehensive compliance and vetting process to ensure that we always deliver on quality.
If you’re looking for construction workers, civil engineers, or skilled driving and warehouse operatives, PPR can help. Alternatively, if you’re a construction worker or engineer looking for employment, we can connect you with the best companies and largest projects in the industry. We work across London and the South East, helping to increase employment throughout the region. From Essex to Kent and throughout Greater London, we have an extensive network of industry professionals. From our head offices near Uxbridge, West London, we provide a personalised service with a focus on customer care. Give us a call on 01895 80 81 88 or contact us online to find out how we can help you today.
Mechanical & Electrical
The construction division of PPR provides an extensive range of industry professionals for a variety of projects. We source and place qualified tradespeople, skilled operatives, and more general workers to various UK construction projects.
The PPR industrial division was established in 2008. We supply staffing solutions to a range of light and heavy industry projects. From warehouse operatives to specialist delivery drivers and machinery operators, our insistence on excellence is never compromised.
At PPR, we have worked extensively in the highly specialist airport sector. Our airport division is located close to London Heathrow and we have played an integral part in developing the site. We have supplied highly skilled and fully qualified staff for both air-side and land-side contracts.
Working in the rail sector is one of our most longstanding fields of expertise. Initially supplying staffing solutions to various London Underground projects, we are now preferred partners of various rail networks including Network Rail, Crossrail and HS2.
The Telecoms sector is one of the world’s fastest growing industries. Telecommunications development is extremely fast paced, therefore, it is imperative that all Telecoms engineers are conversant with the latest standards. At PPR, we have provided Telecommunications Engineers for a variety of projects.
The Mechanical and Electrical sector is a broad and diverse field. There are many highly specialised areas within the sector which require a unique knowledge set. In recent years, the UK M&E sector has sought to implement various framework agreements.
At PPR, we are proud of the service we provide. We believe that by promoting excellence and upholding industry standards, we can help to create a better working environment and deliver better results. As such, our core values include: Integrity, Passion, Collaboration, Ambition, and Customer Focus.
Working for PPR is an excellent way to progress your career. We offer both our clients and candidates temporary and fixed-term contract work, permanent positions, temporary to permanent placements, training opportunities, career advice, and a simple to use payroll facility. For employees working directly for PPR, you can expect: motivational incentives, career progression opportunities, a lively and positive working environment, a highly positive work place culture, and regular dress-down days. In 2018, we were included in the Recruiter Magazine ‘Fast 50’. This is a list of the fastest growing UK recruitment companies, across all disciplines, in the UK.
Like so many sectors across the UK now, the construction industry is struggling to find candidates to fill thousands of vacancies and, arguably, is finding it equally difficult to hang on to these recruits.We know that the industry faces problems with staff turnover, which can be as high as 64 per cent for employees aged 24 or younger. Days spent on wet, muddy building sites shovelling cement or clambering up and down slippery scaffolding seems to have lost its appeal for younger people who could be working in a warm, dry environment and arguably make as much money.That’s the perception, anyway. The reality is that the construction industry offers far more opportunities than it is given credit for. The work is varied and creative, and has good job satisfaction attached. There are numerous roles for construction professionals, all with significant skills levels, and there are always opportunities to move up the career ladder, particularly if the recruit is keen to start his or her own building company. With the right hiring process and a strong emphasis on industry knowledge, companies can attract and retain top talent in the construction sector.The difficulty appears to lie in communicating the advantages of a career in construction. Basically, we’re very good at getting on with the job of building houses, offices and shops, and not quite as good at talking about it! If we are to attract the right people and help them to build a career that will last for a lifetime, we really need to talk up the benefits of a career in construction, including the specific skill set that is required. So let’s have a closer look at a blueprint for doing this: 1. Keep pace with salary expectationsWhile salary isn’t everything, in an era where inflation is outstripping wages it’s certainly not an insignificant factor. The days when a young lad might turn up on a site and earn a few quid cash in hand for a day’s labouring are long gone. Young people now have a higher sense of worth and if they’re planning to buy a house or a car, they’ll want to know how much they’re going to get – and they’re not afraid to ask. So be honest about what you’re offering, take a look at your competitors’ offer and if you can’t quite match those, think of creative ways of improving your sell. Don’t forget to emphasise salary progression too – if a recruit thinks they’ll be stuck on the same wage forever, they’ll soon vote with their feet.2. Make career progression an important part of your packageAsking someone ‘How are you with a spade?’ won’t really cut it these days. Not least because quality candidates are looking beyond the basics, plus there is a real drive to recruit more women into the sector, who really won’t be impressed by any demonstrations of macho culture. Recruits of both sexes need to know that while they may be starting at a basic level, they won’t be there forever. You’ll need to demonstrate that you’re happy to invest in training and continual development (if you’re not already doing that) and that you’re willing to give new recruits time and support to achieve the qualifications they need.3. Create a pleasant working environmentYes, it might be a building site but it needn’t be squalid. Whatever the working environment, put some thought into making it pleasant, welcoming and clean. By providing good facilities, refreshments, adequate lighting, car parking space and the rest, you’ll show your employees that you care. Neglecting these gives the opposite impression! The same goes for a construction company's head office. These should be the same as any other office environment – clean, comfortable and well lit, with functioning technology and places for staff to take a break in. It really isn’t rocket science, but you might be surprised at the number of construction firms who believe these things don’t matter. Well, they do.4. Recognise and reward talentAs we’ve said, salary isn’t everything. There are many ways to recognize and reward talent and effort, and these are almost certainly cheaper than a costly pay rise. Often, a simple ‘Well done, great work!’ can be enough to make an employee feel good about themselves. Do this regularly and you’ll soon find you have a workforce that appreciates and welcomes positive and constructive feedback. Other ways to recognise effort include regular out-of-hours staff get-togethers, team bonding sessions, recognition of work anniversaries and birthdays, options for white collar personnel to work from home, ‘Employee of the Month’ awards – anything that generates the feelgood factor among staff, helping them to realise that the grass isn’t necessarily greener elsewhere.5. Effective communicationsCommunicating well with your employees is key. Right from the start, new recruits should know exactly what the firm’s objectives are and how they will fit into such objectives. Expecting employees to pick up such information second-hand is a sure-fire way to sow confusion and doubt. Be clear about what you expect from people and emphasise that as far as you are concerned, the door is always open for employees to come and chat about their ideas, concerns and ambitions. Honesty and approachability are always appreciated.Staff recruitment and retention is one of the biggest issues the construction industry faces, and our future very much depends on attracting good employees who will go the distance. The techniques we’ve described above don’t take much implementation but will go a long way to improving the working environment for everyone in the organisation.PPR is a recruitment company which specialises in the supply of staff to the construction industry, covering all areas of construction, house building, and infrastructure nationwide. We have supplied skilled people to almost every major infrastructure project that has taken place in London and the South East. We provide a unique and unrivalled service to both clients and candidates, focusing on working collaboratively for the benefit of everyone involved in meeting their recruitment needs. For more information contact us here or give us a call on 01895 808188.Read more
In an age when a couple of lines on a text message is worth a thousand words in old money, creating a good CV that will attract attention and, more importantly, land the perfect job, is a complex and taxing art.Today’s CV should contain a blend of up-to-date information containing skills relevant to the 21st century, alongside 100 per cent correct spelling and grammar and no small amount of what we might call ‘flow’ – more of that later.Putting together an attractive CV can be daunting, but if you follow our tips below you will stand a much better chance of attracting employers, getting shortlisted for an interview and - fingers crossed – landing that perfect job.1.Keep it short, keep it sweetThe advice to keep CVs snappy and relevant has never been more vital than now. ‘Eyeball time’ has shortened since social media arrived on the scene, and HR staff simply don’t have the time or inclination to read an essay. In a nutshell they just need to know who you are, what you can do and why they should employ you for this role. Your challenge is to condense this information on to one page – the skill is in the editing!2.Be accurate and professionalYou don’t need to add your every achievement but where you do, make sure that your information is accurate. No lying about PhD’s Master’s Degrees, or anything else – you will get found out! Also, be professional. It’s fine to include a line or two about your hobbies and interests, but don’t get into politics or religion – people are quick to judge and might not want a highly opinionated person on their team.3.Make a LinkedIn profileAn up-to-date, interesting and visual LinkedIn profile is your opportunity to present yourself more fully to a recruiter. If you haven’t already created a profile do so now, and get it looking appealing and relevant. Doing so helps to paint a more rounded portrait of yourself, not just as a potential employee but someone with personality, dedication and skill. Again, though, keep it professional. Once you’re happy with your profile, link it to your CV.4.Tailor your CV to the jobRecruiters are trained to spot a one-size-fits-all CV, fired off in the hope of it hitting the target. Inevitably, this kind of CV only hits the recycle bin. Read the job specification carefully and tailor your CV accordingly. Keeping things clear and relevant will attract the recruiter’s attention, telling them that you’ve thought this through and that in doing so you may interview well.5.Know what to leave out.This is quite a skill and it’s worth giving some thought to the selection process. Should you include all your employment and education history, or just that relevant to the job? We’d argue that giving an outline of all your educational achievements is more important than a full work experience history. Working a couple of student jobs in your teens might have been fun, but are they really relevant to more professional roles? Choose wisely, and consider what will really attract attention.We hope this handful of tips will help you to mould and shape a CV that will guarantee to attract attention in 2024. If you’re looking for a role in sectors including construction, industrial, professional and mechanical and electrical (among others), have a look at our latest job listings to see what roles are currently available. Alternatively, give us a call on 01895 80 81 88 and one of our friendly staff will be happy to help you find your perfect next role.Read more
If there was just one word to describe conditions for the trades industry over the past few years, it would be ‘challenging’. And perhaps that is a polite way of putting it, because the Covid-19 and post-pandemic eras have been by any standards, extremely difficult.As we know, there were thousands upon thousands of lay-offs and a total shutdown in the construction industry when the pandemic struck. After that, the sector’s struggle to get back on its feet has been made more difficult by a severe recruitment shortage, partly driven by post-Brexit changes to employment laws and partly because potential recruits have looked elsewhere for jobs. The growing number of vacancies for builders and other skilled tradespeople, combined with a shortage of the right qualifications, is causing major issues in the UK job market. According to a recent FMB State of Trade survey, 60% of jobs are stalled due to labour shortages, and this is expected to continue in the construction industry as more houses need to be built.As a result, there are still many more vacancies than there are people to fill them, and as we go into 2024 this will continue to be a challenge for construction firms and recruiters. However, after a few years of sluggishness, the UK construction industry is set to grow significantly in 2024. Both the commercial and residential sectors are expected to show considerable green shoots of recovery later in the year, and while we can’t factor in unpredictable world events, there are definite signs of optimism on the horizon, particularly with the potential for young people to fill the skills gap in the industry.What does this mean for construction trade recruitment?If there is to be an upturn in building work, this is good news for anyone wanting to join the industry as a new recruit, or to re-enter following a period away. The number of job vacancies in the industry is, according to estimates, somewhere around the 150,000 mark and it is thought that no less than almost a million new construction workers will be needed by 2032 to meet growth forecasts. This highlights the high demand for skilled new workers in the construction trades sector and the need for effective recruitment strategies.Why would I consider a career in the construction trades?A career in construction is packed full of advantages. The current shortage of recruits means there will be good money and job security, plus opportunities for career development for those interested in becoming site managers. It’s a sociable job, too, and working outdoors has its advantages in terms of staying fit and feeling generally healthy – although wet and cold winters can be a challenge! If you’ve finished studying or you’re interested in a change of career, a position in construction is a great option for those who want to be their own boss.Let’s now look at some of the most sought-after trades jobs in the construction industry for 2024...1.BricklayerBricklaying has been a specialist trade for at least two thousand years, and while many on-site jobs have some level of mechanisation, the art of laying bricks still relies wholly on human skill. Bricklayers work on both commercial and residential building sites, along with home extensions and in gardens. The ‘brickie’ needs a careful eye to lay bricks straight and level, using power tools to shape the bricks as required. The average UK wage for a bricklayer is around £30,000 a year.2.ElectricianThe role of the electrician is one of the most responsible on the site. Electricians instal, test, repair and assess electrical fixtures and equipment, using their knowledge and skill to work in often complex environments, for example high rise buildings or large offices. With electricity, safety is paramount so qualified electricians must be expert in making sure that whatever work they carry out is 100 per cent reliable. The electrician must also be a competent problem-solver, able to assess and repair electrical problems both residentially and as part of a construction team. The average UK wage for an electrician is £34,000 a year.3.PlumberThe plumber works on both residential and commercial building sites to instal water, heating and drainage systems. Like the electrician, the work of a plumber can be complex and demanding, requiring a high degree of problem-solving skills to instal functioning systems in challenging locations. The plumber needs to have knowledge of maths to instal precision parts and must also be skilled in the use of a variety of tools. The average UK wage for a plumber is £32,000.4.CarpenterLike bricklayers, carpenters have a history that is as old as construction itself. Carpentry needs both technical and physical skills, and a deep knowledge of different woods and their various uses. Carpentry is as much a craft as a trade job, and carpenters can be making beautiful and bespoke items of furniture as well as creating structures for the building of houses. As with plumbers, skill with maths is needed to make precision measurements, as well as capability with a wide variety of tools. The average UK wage for a carpenter is £38,000 per year.5.ScaffolderScaffolders are responsible for creating the structures which give other tradespeople access to buildings under construction. Scaffolding is needed for construction work that is taking place at a minimum of six feet from the ground, and this can range from small residential projects to multi-storey high-rise offices and other commercial buildings. Keeping construction staff out of danger on building sites is a cornerstone of Health and Safety laws, so scaffolders need to be highly accurate and safety-conscious at all times. They also need to be physically strong, as they will be unpacking, re-packing and carrying heavy steel poles around all day.These are just a handful of the many trades jobs that will be in demand in 2024. As a recruitment agency that specialises in placing the best candidates in prime construction positions, we’re always on the hunt for new talent. If you’re looking for your next profession, whether it’s a temporary, fixed-term, or permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. View our current vacancies here. If you're interested in being a recruitment agent for PPR, give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information. Alternatively, contact us online or send an email to email@example.com.Read more
Laura Trowbridge |
There is no doubt that the UK’s construction industry is grossly understaffed. Building firms right across the country are struggling to fill thousands of vacancies, even though the financial rewards for construction workers are, on average, some £3,000 higher than the national average wage of £33,000. And while the industry itself is the fourth largest employer in the UK outside the public sector, a recent report by the Chartered Institute of Building found that construction is often overlooked as a career. Just seven per cent of respondents said they would recommend construction as a career to their children or other young people. Inevitably, attitudes like these, coupled with recruitment challenges, pose no small amount of headaches for the HR departments of firms large and small. A big company may have several specialist in-house staff who can advise on internal promotions and the sourcing of new staff and/or apprentices. But the smaller one or two-person run building company might be struggling to actively recruit new people while trying to run a business and stay competitive in tough economic conditions. What to do? Well, despite time pressures there are several valid arguments for sourcing staff in-house. An in-house HR team (or, in smaller firms, one person who does a variety of office-based tasks including recruitment) will know the company back to front and have its best interests at heart. Their loyalty is to you, not a variety of other similar firms, and they’ll know the local market and, maybe more importantly, who in the company may be looking for a promotion or a sideways move. And yet…keeping recruitment duties in-house can be an expensive business, especially in tough times. There are salaries to be paid, electronic equipment to be bought, desks to be set up. All well and good when the company is on the up, but when margins are tight, supply chains are disrupted and good workers – or any workers, for that matter – are hard to find, the cost of keeping someone employed might well outweigh the benefits. Added to that is the fact that in-house recruitment staff might not have much in the way of a wider perspective. They may know something about local recruitment, but are they knowledgeable about where a bigger pool of talent may lie? Would they, for example, know how to bring in workers from Europe, navigating their way through visa restrictions in the wake of Brexit? Maybe they would, maybe they wouldn’t. Certainly, though, a dedicated recruitment agency such as PPR would know exactly how to navigate this minefield, and plenty others besides. They will connect companies looking for workers with job seekers, focusing on matching skills and candidate experience to current vacancies. Recruitment agencies save companies a lot of time and money. How? By taking on time-consuming tasks such as sifting through CVs, arranging interviews and answering calls and emails, and by already having candidates on their books that can be quickly matched with vacancies, doing away with an often long and expensive recruitment advertising campaign. As mentioned, a recruitment agency will scour a variety of sources for the best candidates, reaching into a wide pool that may not be so readily available to the in-house recruiter. Imagination is key here, and recruitment agencies are good at thinking out of the box for talent that may not previously have been on the radar of the average construction company. Recruitment agencies can also assist with salary expectations, understanding what is realistic in today’s market and how the salary offer might compare with competitors. In short, using a recruitment agency offers significant benefits when compared to an in-house recruiter. There are significant financial and time savings to be made while harnessing expertise that may not be available at an in-house level. A good agency will get to know exactly what your core business is about, your recruiting needs, and where they are likely to find the right candidates. An agency like ours, which focuses on firms looking for construction workers, along with many other large installation or network projects, knows exactly how to target its audience and meet its client's expectations in terms of skill set, delivery and smoothness of operation. For more information contact our friendly team by filling out our online contact form or call us on 01895 80 81 88 and we will answer any questions you may have.Read more
Laura Trowbridge |
In a busy corporate environment, there is very often barely a moment to consider recruitment and retention issues, particularly when the ‘best’ candidates are very difficult to find and other businesses are ruthlessly picking off the cream of the talent. Yet, recruitment and retention are the lifeblood of businesses large and small. An integrated, fully-functioning team will help a business grow and prosper; a team that is directionless and unbalanced might just do the exact opposite. “But we have an HR person/team,” you say, “surely that’s enough?” It can be, of course, if your recruitment process is limited to in-house talent or new blood from the local area. But what if you want to attract more specialist candidates or potential recruits from across the country? Is your HR department up to the task of finding such people, or do you need a little more expert help? Why do people outsource recruitment?If you do need an extra boost, consider working with a recruitment agency. Agencies such as PPR help to connect job seekers with companies looking for workers, focusing on matching candidates to current vacancies depending on their skills and experience. Recruitment agencies can save companies money in the long run, as well as reduce time-consuming tasks such as looking at piles of CVs, answering emails and arranging interviews that inevitably come with talent acquisition. The recruitment agency, particularly those in specialist sectors, will have a stock of candidates on its books that match the company’s requirements, helping to cut back on the amount of paperwork needed to find the right person for the job. What are the benefits of outsourcing recruitment? Choosing to work with a recruitment agency also broadens the depth of candidates who might be a good fit for the role. Recruiters don’t just limit themselves to the applicant coming in off the street, CV in hand. They scour a variety of sources for top talent, understanding that today’s working world is full of people from diverse backgrounds that you may not have previously considered. Additionally, you may decide that you need workers from abroad. Following Brexit, this is a much more complicated process than it was, so specialist help will be a real advantage here, particularly around placing adverts internationally and dealing with visa procedures. Also, recruitment agencies can assist with salary expectations, based on local rates, and may also know what your competitors are offering, thereby helping you to put together a realistic salary and benefits package. How do you choose a good recruitment agency?Finding a good recruitment agency to work with can be challenging, particularly when there are so many out there. An informal chat with other businesses operating within your sector might help to identify the most suitable agency for your requirements. Any agency worth its salt will have testimonials from both clients and candidates and will be able to offer a range of bespoke terms and conditions before any contract is signed. It is vital that your recruiter knows exactly what your core business is about, your recruiting needs, and where they are likely to find the right candidates. An agency like ours, which focuses on firms looking for construction workers, along with many other large installation or network projects, knows exactly how to target its audience and meet its clients' expectations in terms of skill set, delivery and smoothness of operation. How does outsourcing recruitment work?Once the range of potential candidates has been narrowed into a shortlist, the employer can then make the final sift before offering interviews. The recruiter acts as an intermediary between the candidate and employer during this process, helping the candidate prepare for the interview and sharing feedback once the process is over. There is a cost, of course- there always is! A referral fee is usual if the successful candidate has been recruited via the agency, and this is often in the form of a percentage of the candidate’s salary (paid by the employer). Of course, it may be cheaper simply to place an ad online, but when you consider the time and costs involved in going down that route – plus a higher chance of actually recruiting an unsuitable candidate and having to go through the whole sourcing process again – recruitment agency fees are, on balance, very cost-effective. Is recruitment outsourcing for you?We’ve mentioned time costs, and it’s worth reiterating that finding the right staff for a particular role can be time-consuming, especially if you’re doing it yourself. Surveys have shown that it can take around 40 days on average to find the right new employee – which isn’t great for you or the candidates, who will no doubt be wondering what’s happening with their application. Using an agency will speed up that process considerably, enhancing the experience all around. Finally, a side benefit of outsourcing recruitment is the data that can be gleaned from the process. A trusted recruiting firm will keep tabs on responses to adverts, seeing where they ‘hit’ and where they don’t. Information like this offers valuable insight into the process, giving them a competitive edge and enabling greater efficiency and cost-effectiveness in future recruitment drives. Try PPR to find the ideal candidate for your next role.From our head offices near Uxbridge, West London, we provide a personalised service with a focus on customer care. Give us a call on 01895 80 81 88 or contact us online to find out how we can help you today. Read more
Laura Trowbridge |
The switch from an industrial to a service-based economy in 1980s Britain paved the way for a whole category of jobs which supported the new breed of businesses emerging from that era. Business owners realized that it was more efficient – and often cheaper – to outsource a variety of services that provided business support, as opposed to employing in-house staff to take on these tasks. In came a new wave of staff who looked after areas including HR, event management, marketing and public relations, IT services, accountancy – the list goes on. In fact, ‘professional services’ is an extremely broad term that pulls in many industries, companies and freelancers who have specialized knowledge of a particular skill which they can sell to CEOs who can then concentrate on maximizing the output of their own particular industry. More than 40 years later the industry around business support is still thriving, and perhaps not surprisingly it is one of the better paid sectors in the UK. The average salary for what we could describe as a ‘professional services consultant’ is around £50,000, and almost £60,000 in London. For graduates, a career in professional services – ranging from a trainee corporate lawyer to a junior auditor – is an attractive one, as starting salaries are generally good and there are many opportunities for progression. So let's focus on five jobs within professional services to see what they are and how well they’re remunerated: Corporate lawyerA corporate lawyer specializes in business law and advises businesses on their legal rights and obligations. Businesses, especially larger ones, make complex decisions every day, and corporate lawyers need to be on hand to make sure that such decisions comply with applicable laws and regulations. Corporate lawyers are expected to advise on all issues concerning business ownership, formation, mergers and acquisitions, contracts, purchase agreements and day-to-day management. Given the breadth of education and experience needed, corporate lawyers are rewarded well, with average salaries in the range of £70,000 a year. This can climb to a salary well into six figures for top corporate lawyers working in blue chip law firms, and corporate lawyers working in London can expect to earn around £10,000 PA more than their counterparts in other areas of the UK. Software architect The birth of the internet prompted a huge and ongoing boom in all things digital. As technology develops further and faster, IT specialists are very much in demand. Software architecture is the process of designing and organizing the system, and a software architect is the person who manages all the components needed for software development. This is a complex role, not least because it also involves working out how each component works with others, the environment in which they’ll be deployed and the application of design principles. The responsibilities of keeping vital IT systems up to date while overseeing new developments are large – which is why salaries are generally high. A software architect can expect to earn around £75,000 a year, with salaries nudging six figures in London. Accountant Accountants provide financial services to businesses and other organisations, preparing and maintaining financial records, filing tax returns and advising clients on investments, tax efficiency, financial planning, budgeting and other financial matters. Some accountants work as auditors, investigating the financial records of businesses to ensure they are accurate and compliant with regulations. A good accountant keeps abreast of regular changes to financial dealings, not least from organisations like HMRC. They are experts at using the latest technology to prepare and file accounts and records, and top-level chief financial officers (CFOs) are instrumental in helping to make large-scale financial decisions on behalf of big companies. A CFO may earn around £100,000 a year, while a tax manager who specializes in tax planning and compliance might expect to pocket around £45,000 a year. Actuary An actuary is a business expert who uses knowledge of economics, statistics, probability theory and investment theory to solve business problems. An important focus of the job is to predict emerging financial risk and to devise steps to mitigate the risk should it occur. Depending on their position, actuaries might manage a company's financial assets and liabilities, determine the pricing of insurance premiums or advise a firm on pension plans. In the current uncertain economic climate an actuary’s services are invaluable, and salaries are currently reflecting this. Actuaries are earning an average of £70,000 a year and many more are bringing in excess of that, taking them over the six-figure mark. Cyber security specialist The Russian invasion of Ukraine has brought into sharp focus the possibility of cyber attacks as a weapon of war, and big companies and organization are especially vulnerable to large-scale attacks in which systems crash and ransoms are demanded. A cyber security specialist applies technical knowledge to protect a business’s data from internal and external threats, like illegal access and cybercrime. A cyber security specialist is required tomaintain infrastructural security on a daily basis, with many complex and interesting challenges along the way. Needless to say, cyber security specialists are hot news in terms of employability, and as such they can command upwards of £50,000 a year. If you're considering a career in professional services be sure to take a look at our latest job listings to see what roles are currently available. Alternatively, give us a call on 01895 80 81 88 and one of our friendly staff will be happy to help you find your perfect next role. Read more