I spend my time (and have done for the past 22 years) helping companies like yours to find the very best and highly talented candidates. By doing this, we remove some of the headaches you might be having in filling those important roles you need to build your company in this very competitive world.

Please have a look at our new website to see how we could help you.


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

This Might Interest You

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 influencing the future success and profitability of an Insurance business.

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 Digital/CEO – InsurTech 
  • Head of Audit – Leading Personal Lines Insurer
  • Commercial Director – Leading B2C Insurer
  • CEO – Claims Management Company 
  • Regional Claims Director – Leading Insurance Company
  • CFO – Leading Broker
  • Head of Change & Transformation – Leading Insurance Intermediary
  • Head of Ops/IT – Leading Lloyd’s Syndicate
  • Head of Strategy – Leading Insurer

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.

Latest vacancies click here


Gary Pike
Managing Director
Right International Headhunters

3 Ways to Face your Fears with Courage

Here are a few techniques to help you build your courage and face your fears.

1. Put all remote possibilities out of your mind.
Don’t worry about things you have no control over. Don’t spend your time thinking about all of the bad things that might happen to you. Don’t spend your time plotting and planning ways to make sure these things will never happen.

Courageous people don’t worry about things that are out of their control or things that are unlikely to happen. They concentrate on what they can control.

2. Face your fears before you start something.
Imagine difficult situations before they occur. Make a list of the worst that could happen, and you’ll probably see that the situation is not so bad after all.

A friend of mine lost everything a few years back—her home, cars, possessions, antiques, art, jewelry and credit. She lost it all. Now, on her way back up, whenever she’s faced with a tough decision, she asks herself, What’s the worst that can happen? And guess what, she’s already been through the worst and she survived. It’s not an issue anymore.

You don’t have to lose everything to lose that particular fear. But once you face your fear, you can move on. Once you’ve figured out the worst that could possibly happen, you’ll see that you have the inner strength to deal with it if the worst scenario comes about. And here’s the best part: If you’ve looked at the possibilities beforehand, you’ll probably never be faced with the situation at all. Why? Because you’ve already been through it. By contemplating what might happen, you’ve charted your course to ensure that it doesn’t.

3. Imagine the alternative.
Picture the result of giving into your fears. Really feel the cost of being ruled by fear; then really feel the benefits of courageously following your ambition. Carefully weigh the two and see the difference.

If you’ve been invited to address your national sales convention and are scared to death of public speaking, what should you do? You could decline the invitation, knowing full well that your fears are holding you back. Or you could take some classes, read some books, practice with a friend. See yourself stepping into a whole new league. You’ll be accepting the opportunity to gain more notoriety in your field. And you’ll be increasing your opportunities for future success.

Once again, it’s your choice. Be fueled by your fears, or face your fears. It all depends on how badly you want something. It all depends on how you choose to live your life; do you always want to be afraid of taking the next step, or do you want to build your courage and open the doors of opportunity? I know what my answer would be.

Reproduced with kind permission from Jim Rohn

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

Gary Pike MD  Right International

Tel: 01932 837798  Email me: Click Here


You Can’t Please Everybody So Don’t Try

cant please everyoneBefore we start this, it is important to point out that being helpful or wanting to support others is definitely not a bad thing. Volunteering, charity work or even getting a stressed co-worker a drink at the end of the day are all things that can enrich your life and make you and others around you feel better. However, it is when you try to do this too much and your own life starts to suffer that you need to take a step back and assess what is right for you.

Why you shouldn’t do it

Often people think that if you do what people ask and go that bit further they will admire you more- sadly this is not always the case. Indeed, if people feel that you are not standing up for yourself you can appear weak.

This can also negatively impact on you- people can feel that if you only tell them what they want to hear they may end up trusting you less. In turn the reaction other people give you can hit your confidence, creating an emotional vicious cycle.

The cycle is not only necessarily restricted to work- for example let’s say that you really like cooking. At first you may enjoy cooking for your housemates. But over time they stop saying thank you when you do it for them and come to expect it. What was pleasurable slowly becomes less and less so.

This can seem very depressing- fortunately there is a way to break this cycle.

Learn to say no

It can seem daunting and first but the way to stop being a people pleaser is to learn to say no. What this means is not being rude but being firm- if you are busy then let people know, if something is bothering you don’t be afraid to tell people.

Initially this may be hard and some people may be turned off by this. But conversely some people may be surprised in a positive way, pleased that you are doing your bit to reclaim your life.

This does not mean you have to be hard-hearted or stop helping people. What it means is that you gauge a situation for yourself and be honest. Have a checklist in your head before you answer yes or no-

• Is this something I’m really prepared to do?

• Would refusing to do this really negatively impact on the workplace, friends, family etc?

• Do I have time to do this?

• Is this something that can wait until later on?

Remember– you have the right to think about what you want to do and whether or not it is appropriate. Sometimes it is okay to not try to please everyone but ultimately to do what you can to help yourself and then help others in a way that is good for them but still leaves you feeling positive at the end of the day as well.

In short just remember to say no when necessary and say yes when it is something you are genuinely prepared to say yes. In the long-term honesty, really is the best policy when it comes to organising your life and working with everyone around 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

Tel: 01932 837798  Email me: Click Here


Top Producers Guaranteed

top producersThe number one problem that most UK businesses face is finding and recruiting the very top candidates that they need to rapidly grow their organisations.

Here is a short selection of such candidates that have confidentially asked us to help them in their next career move.

Candidates we are confidentially representing include:

Broking Transformation & Change Director – Leading Broker
Head of HNW – Leading Global Insurer
Head of Technical Claims – Leading Insurer
Divisional CEO – Claims Management Company
Head of Change Transformation & Programmes – Leading Insurance Intermediary
European Claims Director – Leading Insurer
CFO – Leading Life/Pensions Group
Head of Ecommerce – Leading Broker
Commercial Director – Leading MGA
COO – Leading European based Life Company
Head of Customer Service – Leading Insurance Intermediary
Account Manager – Leading Insurer

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.

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


9 Practices that Make Great Leaders Great

great leaders1. Positive Leaders Drive Positive Cultures – Leaders who drive the culture and create a culture that is strong on the inside will withstand the forces trying to sabotage it from the outside. Culture is not just one thing. It’s everything.

2. Positive Leaders Create and Share a Positive Vision – Positive leadership is all about seeing and creating a brighter and better future. It’s about inventing, innovating, creating, building, improving, and transforming every aspect of our lives and the world in which we live. A positive leader sees what’s possible and then takes the next steps to rally and unite people to create it.

3. Positive Leaders Lead with Optimism, Positivity and Belief – Pessimists don’t change the world. Naysayers talk about problems but they don’t solve them. Throughout history we see that it’s the optimists, the doers and the positive leaders who transform teams and change the world. Positive leaders don’t lead in a sea of tranquil positivity but through the storms of negativity and adversity. That’s why optimism and belief are so essential.

4. Positive Leaders Confront, Transform, and Remove Negativity – One of the biggest mistakes leaders make is that they ignore the negativity within their team and organization. They allow it to breed and grow and it eventually sabotages them. A key piece of advice is “Don’t be negative about negativity.” There’s a better way to deal with it.

5. Positive Leaders Create United and Connected Teams – It’s the leader’s ability to unite and connect people that truly creates great teams and organizations. Positive leaders create unity which is the difference between a great team and an average or dysfunctional team. The more united and connected a team and organization is the more they are able to accomplish together.

6. Positive Leaders Build Great Relationships and Teams – When you focus on building relationships with your team, performance, morale, and engagement rises. It’s about making time to communicate, encourage, connect, commit, serve and care about those you lead. It’s probably the most important chapter in the book.

7. Positive Leaders Pursue Excellence – Some think that positive leaders are just about having fun and don’t care about winning. This couldn’t be further from the truth. Positive leaders are very competitive. They pursue excellence, build greatness and often try to accomplish the impossible. You don’t have to choose between positivity and winning. Positivity leads to winning.

8. Positive Leaders Lead with Purpose – There will be days and nights when you wonder why you chose a leadership position at all. That’s why you need a purpose to fuel your positivity. We don’t get burned out because of what we do. We get burned out because we forget WHY we do it. Positive leaders are driven with a bigger purpose and they inspire others to live and work with purpose.

9. Positive Leaders have Grit – A leader will face countless challenges, failures and setbacks that will become roadblocks unless they find a way forward. Positive leaders have grit and find a way to navigate the roadblocks or run through them to move closer to their vision and goal.

Reproducerd with kind permission by Jon Gordon author of “The Energy Bus”

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 

Email me: Click Here 

Right International
Tel: 01932 837798  



Informing Your Customers About Scams

scamsScams can cost customers thousands. Unfortunately, sometimes a scammer may use the name of your business and this can cause a lot of problems for you- aside from lost revenue it can damage your reputation. Fortunately, there are ways that you can let your customers know about scams before they happen and help protect them.

Payment problems

  • Electronic payments- Your website should offer secure payment protection. It is also important to make clear what you will and won’t ask when you contact a customer as well as inform them about how you handle their data.
  • Cash- Customers need to be wary about paying for services in cash. The big problem is that the cash is not traceable. If a company says they can provide a discount if you pay the full amount upfront in cash do not agree to it. 
  • Cheques- If someone pays you with a cheque you have to be sure it is legitimate. Check with your bank to be sure.

Identity check
A big problem people have is being conned by people posing as someone from a company. If it is in person then ask a customer to check their ID, checking the company rather than any phone number on their ID (a company will be able to verify whether or not someone genuinely is an employee).

If someone calls on the phone remind customers what questions you will ask (for example a bank should not ask for a PIN number.) Always encourage your customers to check your website and make clear what information you will ask for.

Getting money back
Scammers often work by making people feel embarrassed about being conned. You should be sensitive and patient with your customers, explaining what to do while at the same time encouraging them.

Anyone who has been a victim of a scam should contact you immediately. You should encourage them as you can inform other customers to help them avoid being scammed in the future.

It is also possible to get money back by contacting your bank- Which offers a free template to help write a letter to explain the situation (link available here) If a customer is misled into calling a premium rate phone number Phonepay Plus can ensure you get a refund.

There are a number of other contacts available as well- organisations such as Action Fraud, the Citizens Advice Bureau or Trading Standards. Helping to guide your customers to the appropriate people to talk to will show that you care about them and this means they will be more likely to stick with you as customers.

In short
In a strange way, this situation can be positive- showing that you want to help resolve a problem and help customers get their money back shows that you are loyal to them. Furthermore, cracking down on any scammers posing as your business prevents them stealing your revenue and shows you take this issue seriously.

With the right approach, you can get increased customer loyalty, reduce fraud and even enhance the reputation of your business.

 Gary Pike MD  Right International
 01932 837798  Email me: Click Here 

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


Fake News: How to Protect Your Business

fake newsThe term “fake news” is one that has become synonymous with politics and social media. However, it is not just politicians and celebrities that can be targeted- businesses can be targets and can be damaged by false accusations.

Indeed, one recent phenomenon is what is known as a “flash crash” where investors panic due to a false report about how a company is in trouble (in one instance a company’s shares went down as much as 18% due to a report that later turned out to be false).

This is just one reason why it is important to know how to protect your business from fake news.

Be wary
With the rise in social media one of the big problems is that you can’t contact an editor or reporter and correct any false accusations. Furthermore, a big issue is how quickly these can be shared around so finding the original source of the inaccurate story can be very hard.
Therefore, it is important to be aware of social media and any posts. Clamping down on any inaccurate stories will reduce its spread. It is better to do that rather than having to answer back as this can be misread.

Be careful how you respond
You also need to be wary of how you respond as well as how quickly. One downside of responding quickly to a fake news story as it may come off as being overly defensive.

What can often be more effective is a measured approach- an open letter or paid advertisement on the platform can allow you to counter the story and provide the opposite view. If you can demonstrate why the story is wrong and do so in a patient way then often this will help people to get back on your side.

Encourage using reliable sources
It is also worth remembering that you may have employees and management making big decisions. You need to remind them of their responsibility- their decisions can potentially cost a lot of money and may result in people losing their jobs.

Therefore, the resources available to them should be as accurate as possible- using resources such as Reuters or Dow Jones will make it easier to avoid any inaccurate stories. Reacting to something in the short term could have big long term consequences so you need to be sure that people aware about this.

Equally you might have someone else handling your social media- if you have a specialist from outside your business doing this they need to know what your policy is and to act in a responsible way. They should not share stories that they do not where the source comes from.

Be vigilant
This can seem scary and potentially overwhelming but it doesn’t need to be the case- having the right people around you who know how to maintain a positive image for your company while at the same time checking stories to prevent any hasty short term decisions. With the right approach, you can maintain your authenticity and clamp down on the fake news.

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
01932 837798  Email me: Click Here 


Why You Need Genx In Your Workforce

genXThere have been a lot of articles about the legacy of the Baby Boomers or the habits of the so-called Millennials. But what about the generation in between? What can the people of Generation X offer for your business? In this article, we can look at the potential benefits of GenX.

To be clear this is about broad social trends- naturally this won’t apply to all people born within a generation and it is important to be flexible with a range of people. It is also important to consider other factors such as class, race, gender etc.

Somewhere in between
Roughly speaking Generation X can be defined as just after those born in the fifties and sixties but just before those born in the Nineties. This technically makes them between two different cultures.

One big advantage with this is that it means you have someone who is aware and able to use modern technology while at the same time not being beholden to it. This can also be useful in terms of approach- they may not be the “work hard, play hard” of an early generation but may be more driven than a generation that may not be as enthused by offices or being part of a work culture.

This is also in the sense that while Millennials are just finding their feet the Baby Boomers are on the verge of retirement. By contrast the Generation X workforce is motivated more by a desire to engage and be part of a workforce.

Revenue generation
In a recent survey, Generation X employees were found to be high scoring in terms of generating revenue. Naturally if this is what you want for your business having people who are capable of getting you more money are worth having on board.

Being adaptable
The fact is there are very few jobs for life now. Thankfully Generation X employees are more likely to be able to adapt as they adjust to needing new skills and training.

A recent study also suggested that Generation X employees recognised themselves as problem solvers and collaborative. For obvious reasons this is important- ideally you want people who are prepared to work together and prepared to solve problems using their own initiative rather than trying to do so on their own or to continually require feedback.

Of course, it should be made clear that there is no perfect generation and there are things to be mindful of when looking at employing an individual from Generation X.

One potential problem is that may not always be able to have an executive presence in the same way that someone from the previous generation may be able to and in some cases, they may be less capable of being cost effective. Furthermore, if you don’t offer the flexibility they require then they may not stay on board.

Be aware
To be clear these are broad trends- it is fair to say not everyone will fit them and it is important to be flexible. That being said the trends are widespread enough that having the right company culture in place can be enough to retain the best talent from across the generations.

Managing Director
Right International Headhunters

At Right International for over 20 years our Executive Search team of Headhunters have worked with the most prestigious insurance companies both in the UK and Internationally to find them the very best candidates in a variety of sectors.

We have a proven track record of finding the very best candidates for our clients the top 5% of high achievers.

For clients, we offer exceptional leaders who are proactively sought out, discreetly approached and, in 95% of our cases, successfully headhunted.  

For candidates, we provide rock steady consultancy and firm foundations for career progression – through advice, guidance and support.

For more information contact us today.

Do Better Brands Attract Better Talent?

brandsYou would think the answer to this is obvious- a good company will attract the best people. However, this does also beg the question- what makes a brand better than another and do these aspects necessarily factor into whether or not someone chooses to work for them?

Bigger isn’t necessarily better
A brand doesn’t necessarily have a positive association- some are infamous for tough working practises and this can put off people from working for them. Therefore, the fact that a company is well known does not necessarily mean they will attract people.

What tends to be more attractive is the sense that there is the opportunity for progression- with some larger companies this is inevitable in the literal sense there are more levels to go up whereas with a smaller company there may only be so many roles available within it and past a certain point you won’t be able to go any further.

Company culture
Company culture is not as simple as having a dress down Friday or the occasional charity fun drive. It is also about how the company treats employees and the way in which it operates.

For example, a company should be able to look realistically at how targets are set. If targets are not being met it should not be purely looking at how to assign blame- it could be that people need help looking at their own personal goals or need coaching in order to boost their self-confidence.

A company culture that encourages the personal growth of its employees and does what it can to support people is more likely to get positive feedback and attract talent.

Recognising generational changes
A common complaint is that “Millennials don’t do…” and may talk about that they are not as motivated, need more guidance and so forth. However, this is something that needs to be looked at- as baby boomers retire and Generation X become the older generation it is important for businesses to adapt in order to meet the needs of the changing workforce.

Not adapting to different people’s needs can reflect badly- it is worth getting feedback as this will help you gauge what people want and how it can help them do their work in a more productive way. Whether it is through additional training, more flexible working or recognising the work/life balance and ways of achieving this being able to adapt to a range of needs will help to encourage more people to join your workforce and just as crucially encourage others to join it.

In summary

• Demonstrate an opportunity for progression
• Maintain a positive company culture
• Recognise that different generations have different requirements and be prepared to adapt

If you are prepared to look at what you have to offer and how you communicate that then you give yourself the best possible opportunity to attract the best possible talent, regardless of the size of your company.

For more information on how we can help you attract better talent contact us today.