Facing the Enemy Within

enemy within (002)

We are not born with courage, but neither are we born with fear. Maybe some of our fears are brought on by our own experiences, by what someone has told us, by what we’ve read in the papers. Some fears are valid, like walking alone in a bad part of town at two o’clock in the morning. But once we learn to avoid that situation, we won’t need to live in fear of it.

Fears, even the most basic ones, can totally destroy our ambitions. Fear can destroy fortunes. Fear can destroy relationships. Fear, if left unchecked, can destroy our lives. Fear is one of the many enemies lurking inside us.

Let me tell you about five of the other enemies we face from within. The first enemy that we’ve got to destroy before it destroys us is indifference. What a tragic disease this is. Some will say, “Ho-hum, let it slide. I’ll just drift along.” But here’s one problem with drifting: we can’t drift our way to the top of the mountain.

The second enemy we face is indecision. Indecision is the thief of opportunity and enterprise. It will steal our chances for a better future. Take a sword to this enemy.

The third enemy is doubt. Sure, there’s room for healthy scepticism. We can’t believe everything. But we also can’t let doubt take over. Many people doubt the past, doubt the future, doubt each other, doubt the government, doubt the possibilities and doubt the opportunities. Worse of all, they doubt themselves. I’m telling you, doubt will destroy your life and your chances of success. It will empty both your bank account and your heart. Doubt is an enemy. Go after it. Get rid of it.

The fourth enemy within is worry. We’ve all got to worry some. Just don’t let it conquer you. Instead, let it alarm you. Worry can be useful. If you step off the curb in New York City and a taxi is coming, you’ve got to worry. But you can’t let worry loose like a mad dog that drives you into a small corner. Here’s what you’ve got to do with your worries: drive them into a small corner. Whatever is out to get you, you’ve got to get it. Whatever is pushing on you, you’ve got to push back.

The fifth interior enemy is over-caution. It is the timid approach to life. Timidity is not a virtue (unlike humility-they are different); in fact, it can be an illness. If you let it go, it’ll conquer you. Timid people don’t get promoted. They don’t advance and grow and become powerful in the marketplace. You’ve got to avoid over-caution. Do battle with the enemy.

Do battle with your fears. Build your courage to fight what’s holding you back, what’s keeping you from your goals and dreams. Be courageous in your life and in your pursuit of the things you want and the person you want to become. 

Reproduced with kind permission from Jim Rohn

contact us image for hypalink


Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here


8 Little Habits That Will Instantly Make You Happier


Here are a few ideas that will help brighten up both your life and those around you 🙂

1. Wake up early.
Early birds don’t need to get the worm; they get to work early, feel energized and complete the difficult tasks before noon. Studies show the ability to focus and be creative peaks between the hours of 8 and 10 a.m. So instead of burning the midnight oil and having to chug coffee all day just to keep your eyes open, get to bed at a reasonable hour to wake up early. At the end of the day, you’ll feel like you really accomplished something.

2. Be curious.
Curiosity hasn’t killed many cats, despite the saying. What kills is a lack of curiosity. If you’re not interested in what’s going on around you then it’s going to be hard to find motivation to meet your goals at work or home. Ask questions. Pay attention. Drop the slacker attitude and you’ll find that a true sense of wonder will appear in its place.

3. Show respect.
Respect is a two-way street. You give it and then you get it. Not only should you show others respect through common courtesy, but you should show respect to yourself by dressing modestly and neatly, paying attention to personal hygiene. A recent survey of college seniors showed that more respect was shown to those who were neatly dressed.

4. Learn to forgive.
Stop carrying grudges. They weigh you down and take up too much mental space. Instead of daydreaming about things like laying on a beach soaking up rays, you burden yourself with thoughts of revenge against someone who probably doesn’t even remember what caused the grudge in the first place. Learn to forgive and you’ll sleep better. Then start planning that beach trip!

5. Be good to others.
If it’s the right thing, do it. It’s called integrity. People who can’t make up their minds about the right and wrong of a situation wind up doing nothing. So, make up your mind, take a stand and stick to your guns. Happiness is not all about being loved by everyone all the time. It’s about being loved by a choice few because of your integrity.

6. Take charge of your health.
Health is wealth. Take care of yourself. You might get a second chance at a lot of things, but you’ll never get a second body. If your body isn’t happy, then it will be much more difficult for your mind to stay happy, too.

7. Be confident, not arrogant.
Self-confidence is not the same as arrogance. Arrogant people often don’t listen to others and try to ramrod their way through life. Someone with self-confidence knows they are not perfect, but they also know they have at least the common sense to work out most everyday problems and challenges in a perfectly acceptable way. They accept the fact that sometimes you win and sometimes you lose, and go on with their lives. Arrogant people try to be perfect, and when they fail, their unhappiness can be epic.

8. Smile more.
Exercise that grin each morning and use it on someone who might need it—a co-worker, a family member, a stranger. Spread a little kindness to get a little happiness back.

Make these small steps and define them as daily habits to find more happiness on your personal journey.

“The journey of a thousand miles begins with one step.” —Lao Tzu


Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here


Why Insurance Companies Should Utilise UGC to Attract Millennial’s + 3 Simple Ways to Do It



Tech savvy millennials (those between the ages of 18 – 35) don’t trust brands.

They are not fooled by nice sounding words or slick images.

The good news is that while they may not trust brands, they trust and engage with content by their peers.

And so it is for this reason, that companies, especially those in insurance, need to strategise their marketing activities around user-generated content when they want to attract this poppycock-resistant generation, either as clients, or employees.         

What is user-generated content (UGC)?

                  want to read more?



contact us image for hypalink

Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798  
Email me Click Here 


Evaluating an executive search company: 5 Questions To Ask

When you do a Google search for the term “headhunter UK”, you will get something like 2,280,000 results back.

When you’re searching for the right company to bag your next top talent, that’s a lot of choice…

And with so much choice, how do you select the right executive search company to source the best candidates for your business?

The next five questions are a good starting point:

1) Is the executive search company well established?
Right International have been in business since 1994, so you know they are established, won’t take your money and run, and if they’ve stayed in business for all this time, it’s highly likely they are providing great services to their clients.

In addition, a company that’s been around a while will have more knowledge and experience, and that benefits your business.

2) Do they understand your business?
It’s always a good idea to go for the executive search company that specialises in your niche, as there is a stronger probability of them finding the best people.

A quick example as to the relevance of this point:

Jack, a high quality potential candidate, goes for an interview with a recruitment consultant about a possible position at an advertising agency. Very soon, he can see that the consultant does not have any understanding about the industry. What is likely to happen as a result, is that the consultant fails to include the relevant information about the candidate, and then the company rejects the candidate who would have been ideal, however the consultant failed to portray correctly.

From the other point of view, an MGA, came to us to source a Managing Director.

Because we understand their business, we sourced quality candidates that would fit the culture of the company. Once they had selected the right candidate, the CEO reported that Right International “understand our business, its culture and its needs and therefore only introduce us to candidates who fit our criteria, saving us both time and money”.

3) What is their process like?
You will want to know what their approach is when working with you, as well as how they go about selecting candidates.

It’s always preferable to select a company that is organised and has firm steps in place, as that avoids issues and unmatched expectations.

What are the steps they’ll take to understand your company’s needs, assess potential candidates, and so on?

How will they communicate with you, and how often?

4) Are their consultants trained in the art of recruiting?
Many recruitment companies have a high staff turnover, so they don’t bother training their consultants. Recruiting ‘A’ player candidates is an art that needs to be practiced!

In addition, the consultant needs to have the emotional intelligence along with the experience and expertise to find the top talent in the market.

Added to that – the consultant needs to be able to read between the lines, without focusing solely on what may prove to be “red tape” credentials.

For example, an inexperienced, non-trained consultant may train their eye on finding someone with a degree, but many times, a degree does not guarantee top performance, and as a result, your business misses out on some excellent candidates who are discarded simply because their paperwork does not align with what the consultant (not you) are looking for.

There’s something else: if you’re after an ‘A’ player, but the headhunter is not trained in the art of building rapport, using emotional intelligence to engage with candidates, how will he or she persuade the person to leave their current place of employment in order to join your team?

5) What is the salary range for most of the candidates you place?
The answer to this question should give you a solid idea of the headhunter’s expertise – the higher their average salary range, the more experience they are likely to have with finding top talent.

contact us image for hypalink

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MD, Right International Ltd
Tel: +44 (0)1932 837798
Email me Click Here 

Interviews and Resumes: Detecting the Unspoken



We all do it.
Perhaps we shouldn’t.
But we’ll keep doing it.
And maybe we should.
[Judging people by their appearance.]

Nowhere is this more true than in the job interview…

What the candidate looks like and does not say, speaks far more than what is said.


Because its been found that the majority of UK candidates either lie on their resume, or in the interview.

However, interviewers can tell a lot by the presentation of the candidate, as well as non-verbal cues, and that’s what this article is about:


Let’s start with the resume or CV; which is, together with the covering letter, the first impression:

Looking at the resume, what does it tell you? For example, is care taken in its presentation, or is it simply a badly printed copy? How is the spelling and grammar? Avoiding the words in it, what would you say is the character of the person who’s resume it is?

As for meeting the candidate… it’s got to be said: different strokes for different folks. So discretion must be used about what’s best for the company, because an acceptable appearance for one job position might not, and perhaps should not be, a necessity for another. For instance, if you are looking for an eccentric and innovative person, you’re not going to want someone who looks like a banker…

By the same token, although a candidate for the Receptionist position should be well groomed, if you are looking for a genius IT geek, it may not be a bad thing that the candidate boasts nails bitten to the quick.

What does an outfit tell you about the candidate?

In summary, while you shouldn’t allow the norm to dictate to you because it may mean the company loses out on an awesome person, do allow choice of clothing, colours, and how clothes are worn, and especially how the person is groomed, to speak to you.

Here are some basic tips:

  • You may think that candidates who bite their nails are nervous, but studies show that those who engage in ongoing body-focussed behavior like nail biting, skin picking, and so on, are generally impatient, or get bored or frustrated easily. Therefore, it can be deduced that this person may be highly intelligent and/or a perfectionist.
  • There are so many elements around the clothes we choose to buy, that it is actually quite difficult to tell anything from a person based on their choice of outfit, and as a result, judging a person based on the clothes they wear is not credible. Why? Because a person may dress according to habit, or even according to the brands they are exposed to a lot. Someone may wear clothes dating back to the time they were most happiest, but that might not give a clue as to their character. Or abilities. Having said that, choice of clothing is obviously vital in customer facing roles.
  • When a candidate arrives strictly on time for the meeting, it may be an indication that he or she is ambitious, not wanting to waste a minute of their day. Keeping true to form, the task-oriented person will also probably bring with all the right “tools” – a copy of the resume, a pen or pencil and a notepad. When a person arrives late, they are indicating (unless their excuse is truly legitimate) disorganisation, disrespect for others, or is indulging in power play, a psychological tactic to obtain power in the interview.

Non-verbal cues

The things that are unspoken often speak the loudest…


  • Tom is a ‘big-picture’ guy
  • It is best to allow Tom to select which detail is relevant
  • Prefers thorough documentation, will see errors easily
  • High tolerance of others
  • Self-reliant
  • High confidence
  • Likes to be in charge
  • Likes to debate
  • Has a dry sense of humour
  • Might like to bait conversations – cheeky
  • Prefers variety.

Just by looking at the LinkedIn photo of Tom Panos, Alan Stevens, a body language expert, could provide all these character traits.

The best way to find out whether someone is lying, is with behavioural tests.

But there are some signs that give clues as to lying, but bear in mind that they are not conclusive:

Repeating certain words or phrases.

  • Giving too much information.
  • Using the hand/s to cover the mouth or other vulnerable body areas like the throat or chest.
  • A change in eye contact. Watch for avoidance, lots of blinking, or staring without blinking.

Other ways to detect the unspoken are:

  • Watch for self-confidence via the handshake – a firm one indicates strength while a weak one shows, well, weakness.
  • Fidgeting means discomfort – not a good sign because it may be at odds with what the candidate is saying.
  • If the candidate is attentive, he or she will lean slightly forwards. Smiling shows enthusiasm and engagement.
  • Does the candidate maintain eye contact, or do they keep glancing down? Do they keep contact, or keep looking around, as if looking for something more interesting? When someone can’t maintain eye contact, it’s a warning that they are not good communicators.
  • If the person takes over your space with their goods or gestures, it indicates aggression and self-centredness.

contact us image for hypalink

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.
Gary Pike MDRight International Ltd
Tel: +44 (0)1932 837798  
Email me Click Here 


The 4 Most Common Traits of Top Talent and How to Identify Them

Top talent share certain traits, and while there are quite a number of them, in this article we’ve listed the top four, as well as how to identify them in candidates before selecting them as employees:

#1: Positive attitude

People with positive attitudes are usually pretty easy to spot. Typically, they pay attention to the good in people, and they can even see positives in negative situations.

They are not the type to consistently complain or whine.

Signs in people who are positive instead of negative, include:

  • Hopefulness
  • Optimism
  • Resiliency
  • Confidence
  • Enthusiasm
  • Kindness
  • Will to succeed

However, it’s important to note that sometimes, a positive person may not have realism as a balancing trait, so candidates who show signs of a positive attitude also need to show signs of realism, otherwise them being positive turns into a negative.

How to identify a positive attitude in candidates

Ask questions like:

1. What is your greatest failure? Listen carefully to what the person says, so that you can identify whether they have a positive or negative mindset. If you can see they’re still beating themself up for a past failure, they are likely to have a negative mindset.

2. Tell me about a stressful time in your life. Again, listening carefully to the answer should provide insight as to the person’s overall attitude.

#2: Effective communication skills

A person with effective verbal, written and non-verbal communication skills is a true asset to any company, because good communication is such a rare skill.

People with good communication skills are able to listen, and understand better the unspoken just by watching facial expressions and non-verbal cues like hand gestures.

In addition, they are able to understand others and unofficially “mediate” for others who don’t have the same level of skill.

How to identify effective communicators

1. Watch them: good communicators rarely fidget while talking to people. They maintain eye contact and are attentive listeners. They will not get distracted or show disrespectful behavior, like yawning and looking away to see what else is going on around them. They show interest in what you are saying. They are usually confident and assertive.

2. Ask a difficult question that needs explaining so that you can listen to how they respond. If they convey the answer with clarity, and you understand what they are saying, the individual is probably a good communicator.

#3: Resourcefulness

If a candidate is resourceful, it means they have the ability to find fast and perhaps unusual but clever ways to handle a situation.

In times gone by, a resourceful person was a rare gem indeed, but today, with Google just a click away, you can find solutions to anything, even things that you know nothing about.

However, some people may still shy away from all the information that’s now available online, but top talent will know how to find what they’re looking for, even if commanded to compile information about ocean acidification or a scientific fix for underreplication.

How to identify resourcefulness in candidates

1. Ask about a time they needed to find solutions to difficult problems.

2. Find out if they’ve ever bent the rules, because bending rules is a trait of resourcefulness.

3. Compile an exercise where they need to display resourcefulness.

#4: High self-confidence

Candidates with high self-confidence are good for business because they create healthier teams, are more productive, achieve more, close more deals, influence others positively, make things easier for the boss because they don’t shy away from making decisions when necessary and they don’t require external validation. They take initiative, and can usually be relied on to take the lead when the need arises.

How to identify confident candidates

Watch for these traits:

1. They usually take care of themselves, so watch for people who take the time to exercise, eat well and have hobbies.

2. They understand their own strengths and weaknesses and take responsibility for their mistakes and their lives.

3. People with high self-confidence are those who are quick to praise others – they may compliment their waitress on her pretty hair, or tell you that your smile is contagious. It takes confidence to compliment!

Looking for quality INSURANCE staff?
It is our speciality.
Contact us to find out how we can help you.

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here

9 Easy Ways to Stay Mentally Sharp

Just like your body, your brain needs a daily workout.

mind workout
image by Counseling Associates for Well-Being

One of the scariest aspects of aging is the realization that your brain can’t function as well as it used to—whether that means accidentally putting the car keys in the microwave or forgetting the name of a new grandchild, it can be daunting.

Most people will experience some form of “brain aging” in their life, ranging from fuzzy thinking to Alzheimer’s disease. Although some causes of memory loss are genetic, you can still improve your brain’s sharpness. The earlier you start, the better—just like losing weight, it is easier to prevent brain aging than reverse it. Here are nine ways you can stay mentally sharp:

1. Avoid sugar
While short-term increases in sugar can temporarily improve brain function, chronically elevated sugar levels will impede your memory. In one study, people had their sugar levels tested and were asked to memorize 15 words and then repeat them 30 minutes later. Those with higher blood sugar levels remembered, on average, two fewer words.

2. Get fishy
Eat 18 ounces of salmon or another fatty fish each week or take DHA omega-3 supplements every day. A study showed that when individuals 55 and older who were starting to lose their memory ingested 900 mg of DHA omega-3 each day, their brains were about three years younger.

3. Manage stress
Stress is one of the greatest causes of memory loss—brain inflammation caused by stress weakens old memories and makes new connections for establishing memories more difficult.

4. Have buddies
Data shows friends do more than help you cope with your problems. They can also keep you motivated and hold you accountable for activities such as exercising or learning new skills together.

5. Work it out
You should engage in physical activity for 45 minutes three times a week. New data suggests intense exercise for 20 seconds three times in a 10-minute period may be even better.

6. Don’t short change sleep
When you’re busy, it’s easy to sacrifice ZZZs. But you need sleep because it primes your brain for optimal learning, problem-solving and memory retention.

7. Learn something new
Although diet and exercise changes are important, learning a new skill, taking up a new hobby, playing video games or even trying to find a new route (without a GPS) to a place you regularly visit can also help minimize your risk for memory loss.

8. Get those vitamins
Take in enough magnesium, folate and Vitamins B-12, B-6 and D-3. Magnesium ensures strong links between your brain cells, which can help you solve problems. Try eating brown rice, almonds, hazelnuts, spinach, shredded wheat, lima beans and bananas. Vitamin D-3 is also important—aim for 1,000 IU daily from a supplement until you have your number measured.

9. Avoid toxins
These include tobacco, mercury and excessive alcohol, among others. Tobacco and other toxins such as mercury from swordfish and tuna can cause inflammation, which can impair your mood, memory and cognition.

Mehmet OzMichael Roizen

Looking for quality INSURANCE staff?
It is our speciality.

Contact us to find out how we can help you.

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here

Sales and Distribution Rainmakers!

rainmakers 2Image by SalesChakra


Are you looking to increase GWP and develop new product propositions?

Please see below an overview of individuals with a proven track record of increasing sales and bottom line profitability.

Candidates we are representing in the market include:

Head of Sales – Global Insurance Company

  • Responsible for leading and opening new distribution channels in Broker and Financial institution markets
  • New business generated from £0 – £15m GWP over 3 year period
  • Established presence in broking community and raised profile through networking, utilising personal network base and strategic marketing campaigns
  • Built Sales team of 2 dedicated BDM’s to focus on generation of new business

Development Director, Global Business – Major International Insurer

  • Responsible for the development of major broker and customer relationships for multinational business.
  • Created an extensive sales pipeline to enable targeted development activity.
  • Quickly raised the trading profile with major brokers to increase quotation flow and win major new accounts.
  • Won over £25m GWP new business and improved renewal retention to 95%
  • Created a development planning process to increase cross-selling and strengthen customer relationships at all levels.

Business Development Director – Leading UK MGA

  • Responsible for overseeing sales and distribution for a £700m GWP, £37m income UKGI MGA.
  • Segmented distribution and broker proposition to maximise sales and profitability
  • Implemented CRM system to effectively co-ordinate sales activity across teams and business units
  • Delivered annual new business of over £100m GWP

Head of Broker Personal Lines – Leading Insurer

  • Responsible for personal lines broker distribution.
    Direct team of 12
  • Responsible for all aspects of agency management including new appointments.
  • High profile market presence through various forums, direct broker engagement and trade press
  • Led major change program outsourcing core business processes


For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Please take a look at our website click here

Kind Regards

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663


The Value of the Introvert Employee in the Workplace


Most people make the mistake of thinking that introverts are shy and timid, but that couldn’t be further from the truth…

If the statistics are true, depending on your industry, your workforce is probably made up of 50% extroverts and 50% introverts.

But while the world tends to understand the extrovert better, it’s a good idea to know your team, and the value each one brings.

Introverts, unlike extroverts who are energised by being in the company of others, are energised by solitude.

They are internally focused while extroverts are externally focused. As a result, introverts tend to have distinct personality traits, like being very self-aware and observant.

Although the workplace is more geared for the extrovert, some of the most brilliant thinkers in history, as well as the most successful entrepreneurs to ever live, have been introverts: Bill Gates, Warren Buffet, Mark Zuckerberg, Barack Obama and Hillary Clinton, to name a few.

You can see from that list of wildly successful people, that being an introvert is advantageous to many…

What are some of the values an introverted employee brings to the work space?

Introverts think before speaking
Introverted people don’t tend to fly off the handle, so workplace eruptions are not a thing with them.

These people think a lot, and they think deep. They are not superficial and generally will not speak unless they have something of value to contribute. They listen, analyse and carefully consider.

When you are looking for solutions or ideas, give them some time to process their thoughts, and you’ll get realistic and objective suggestions that are more than you bargained for.

Provide exceptionally creative solutions
In a meeting, you may not get a raise of hands from them immediately, but give them some time to process their thinking, and you’re likely to get a highly creative solution that brings clarity.

Introverts are creative thinkers.

They are good at translating abstract concepts into understandable context, for example, adapting technical language into comprehensible language for the average person to understand.

Intensely focused
While the extrovert enjoys bouncing ideas off co-workers and chatting up a storm, the introvert gets down to it, and focuses intently on completing tasks, provided they are given the atmosphere in which to do it in. Open workspaces may frustrate them, because they battle to concentrate with noise and distractions.

Introverts are often tenacious, and can focus for long periods of time, until the job gets done. This makes them good for delivering under pressure and achieving tight deadlines.

Fiercely independent
They don’t need to work with others. In fact, they prefer to work alone, even though they are able to see the value of teamwork.

They do not require validation or external affirmation; you can rely on them to get things done.

Outstanding listeners
They first seek to understand before coming to their own conclusions, so introverts are very good at listening and observing.

Being good listeners makes them great leaders because they are able to make informed decisions and recognise that every party has their side of the story. Coupled with strategic thinking, they ask thought provoking questions, so often they make good interviewers.

Strangely enough, because of this rare ability, they are good in sales careers, and are bound to form strong relationships with your clients.

Motivated by fulfillment
Introverts are not motivated by the same things as extroverts are. They care more about work satisfaction and fulfillment than promotion, awards and remuneration.

They are geared to optimise everything: processes, presentations, meetings and so on.

Exceptional one-on-one’s
They like to avoid big social get-togethers as they find all the noise and small talk draining. They don’t see value in discussing the weather and talking about silly things, because they are deep thinkers.

Because of this, they prefer to spend time with others on a one-on-one basis, asking relevant questions to gain insight and providing valuable feedback.


Talk to us
Right International has a proven track record of identifying and sourcing the top talent in the INSURANCE market. To find out more about what we do please check out our website or contact us today!

Please check out our website www.rightinternational.com if you have a vacancy that needs filling or need advice on your own career development.

Gary Pike MD, Right International Ltd

Tel: +44 (0)1932 837798
Email me Click Here

Top Insurance Talent


Do you have a key role you’re looking to fill?

Would you like to meet with an experienced individual with a proven track record of success?

Please see below an overview of candidates we are confidentially representing in the market in search of their next career opportunity.


Candidates we are confidentially representing include:

  • Head of Pricing and Data – Leading Insurance Company

A Data Analytics and Pricing expert with extensive experience of building solutions through the use of data. A natural leader who has experience of relationship building, persuasion and negotiation of a number of varied multi-million B2B contracts/distribution and the relationship management of them.

  • Operations/Transformational Change Director – Leading Insurance Broker

Experience of organisational design and Target Operating Model consultation, in readiness for major growth. Initiation of ‘Customer First’ programme: Developing change capability through the initiation of organisational change portfolio, including process, people and technology work streams.

  • Business Development Director – Leading UK MGA

Responsible for overseeing sales and distribution. Segmented distribution and broker proposition to maximise sales and profitability, as well as exceeded annual new business targets.

  • Pricing Director – Leading Insurer

Responsible for setting retail prices and for the ongoing strategic and technical development of Price Optimisation for personal lines insurance as well as for Analytics and Data Science across all facets of the business. Extensive man management capabilities.

  • Head of Partnerships – Global Insurer

Proven track record in market facing delivery and relationship management, with strong people management focus and unique ability to join the different parts of an organisation together. Director level responsibility for £20m of GWP.


Interim candidates immediately available:

  • CEO Global Insurer, MD Leading Broker, Senior Consultant Global Consulting firm

Strong track record of building and growing businesses and teams and in leading large and complex transformational change and innovation, including start-ups. Sophisticated ability to manage competing demands of multiple stakeholders.

  • Director/Head of Business Systems & Operations – Leading MGA – Interim/Contractor

Strategic thinker who combines creativity and pragmatism to bring about transformational change and operational development. Development and implementation of Business Systems Application Strategy for £300m plus GWP UK MGA and responsible for supplier engagement, service and cost negotiation.

For more details on these candidates please contact me.

Alternatively please tell me what you’re looking for and I’ll guarantee a shortlist of the best candidates in the market within 20 working days.

Please take a look at our website click here

Kind Regards

Gary Pike
Managing Director
Right International Headhunters
Tel: 01932 837798
Mob: 07710 313 663