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Our experts partner with compliance teams around the world to provide customizable, user-friendly software solutions designed to simplify every-day compliance processes while ensuring you meet the strictest regulatory standards.

Our system offers a host of benefits and reassurances for compliance leaders, compliance teams and technology specialists.

Automated conflict of interest detection and mitigation helps your compliance teams work better, faster and more effectively. The rigor of our reporting, surveillance, certification and security systems provides complete peace of mind for Chief Compliance Officers and board members.

Helping you to detect and prevent market abuses that could jeopardize your reputation and regulatory compliance. Actively manage insider lists and investigate employee trading in the context of current market activity and events.

Clear deals faster. Centralize deal data. Reduce your risk. Compliance Control Room lets you organize, manage, and monitor your firm's most important information flows from a single platform.

Whether for work or pleasure, it’s a mobile world. And a mobile workforce calls for mobile solutions. Introducing STAR Mobile. With STAR Mobile, employees pre-clear activity and report transactions on-the-go. Supervisors review escalated requests anywhere there’s a cell connection.

Ensure employees’ personal trading and investments comply with all regulatory requirements and company policies.

Ensure employees’ personal investments comply with all regulatory requirements and company policies.

Automatically pre-clear client gifts or entertainment to prevent breaches of anti-bribery regulations.

Avoid regulatory compliance breaches arising from employees’ external business activities.

Save time and resources in safeguarding your business from political conflicts of interest among employees worldwide.

Helping you to actively manage employee trading in the context of market activity and events to guard against insider trading.

Create unlimited projects to easily manage and monitor dynamic lists of employees who have access to insider information.

Compliance Control Room's enterprise-level single platform centralizes all your firm's deal-related activity—letting you manage control room activities more efficiently and effectively.

Increase employee participation. Increase data accuracy. Increase responsiveness. STAR Mobile is a native app that makes compliance simple, easy, and convenient.

Attracting The Best Talent To Your Compliance Team

Advice on whether to hire internally or externally, hiring Millennial talent, and whether the transactional approach to hiring is still effective

So far in this blog space, we've spent the month of March exploring the inner workings of the modern compliance team, specifically the ideal skillset of today's compliance officer and the ideal makeup of today's compliance team. Continuing in this vein, in this StarBlog we're going to explore how to attract the best talent to your team, and even offer some specific advice on how to hire and retain Millennials.

"How do I attract talent, you ask? Well, I've found that people take money." So chuckles one veteran compliance team leader from a large UK asset manager. "You have to be able to give them something that improves their CVs, too, because sooner or later they're going to leave you. So you have to be able to say to candidates, we're looking for someone who can do this and what we're offering you is this."

Money, of course, is always part of the equation. And it may be a bigger part of the equation when you're hiring from outside the firm, especially if the person you're competing for is experienced at what they do. "For outside candidates, it's pay and reputation," says a veteran compliance team leader from a large US asset manager. "No one wants to work in a company with an awful reputation of any sort."

Titles can still work magic, too. Most people take some level of personal pride in what they do for a living, and when someone asks the inevitable question at a party—"What do you do?"—titles remain a quick way to signal not just competence at something but also professional status. It's that two-way street. Again, our UK compliance team leader: "In my experience, the people who know what they're after, who are looking to do the job in return for how it can help them moving forward, are going to be the best people."

What about when you're hiring from the inside? How does the hiring equation change? "At our firm, people are hired, tend to stay, and get moved around," says our US team leader. "To attract the best people, we use day-to-day interactions: building relationships and in the process identifying individuals I feel have a compliance focus. So when we do have an open position, there are individuals we've already identified we know would be a good fit."

Being able to identify potential compliance candidates so far in advance, a luxury any hiring manager would envy, comes from the very nature of compliance and how it operates at most firms. Again, our US team leader: "Compliance is one of the few departments that touches every other department. That makes us unique in that we can interact with everyone and get a perspective on people we may not have otherwise crossed paths with. From there we can do our own recruiting."

Team leaders who operate in this kind of firm culture, where people hang around for the long term, may never need to look beyond their own employee base for recruits. "We hire 90% of our people internally," says our US team leader, "so I really haven't had to look externally." This offers advantages beyond merely negating the need to compete for candidates based on the usual suspects, like pay and benefits. Hiring internally means a candidate who already knows firm culture, and who has an intuitive grasp of firm expectations. All of this means your new hire can be better expected to hit the ground running. Hiring internally also allows you to be more choosy. Again, our US team leader: "We're generally aware of who's applying for a position. And because we have a history with these individuals, we have more insight into their work ethic and attitude, which allows us to be a bit more selective."

Millennials tend to get a bad rap. Every generation has its quirks and eccentricities, and perceptions and misperceptions always abound. One way to think about Millennials in the workplace is the way you'd think about any changing of the guard, i.e., Millennials are simply young and inexperienced. "It doesn't matter what age people are. What you do affects how other people do things," says our UK team leader. "When onboarding Millennials, ensure they're given the support and direction they need, and pair them with more senior individuals who can show them the right way to handle situations that come up.”

But because Millennials are expected to make up 75% of the workforce by 2025, it's perhaps also worth considering those quirks and eccentricities, understanding them, and addressing them in a proactive and positive manner. "Many Millennials are exhibiting a marked desire for reassurance," states a recent survey by Deloitte Consulting on the much discussed generation. "They feel pessimistic about the prospects for political and social progress, along with concerns about safety, social equality, and environmental sustainability." This pessimism extends to the business community, with Millennial opinions about business taking a "sharp turn downward" after trending up over the past two years.

So how can Millennials be reassured, and therefore attracted and retained by enterprise financial firms? According to the survey "[workplace] diversity and flexibility are key to loyalty." Also, while "good pay and positive cultures are most likely to attract Millennials," job flexibility is also important. Survey respondents also noted that they "lack confidence they can succeed in an Industry 4.0 environment, and are looking to businesses to help them develop the necessary skills, including the 'soft' skills they believe will be more important as jobs evolve."


  • When recruiting from the outside, money and title matter. When recruiting from the inside, relationships matter.
  • A healthy firm culture means people stay around and you can be more selective, at least when recruiting internally.
  • Titles count, as does firm reputation. People take pride in their professions and the companies they work for.
  • Millennials want a diverse workplace and a firm that shares their progressive values, but job flexibility and help developing the skills they need to succeed also rank highly with them.

StarCompliance has been designing and developing compliance software for nearly 20 years. We have hundreds of thousands of individual users in more than 50 countries. Our products monitor every key aspect of employee conflicts of interest and market abuse, and our brand new control room and mobile products will be available soon. Find out what StarCompliance can do for you. Book a FREE demo now.




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