CML Offshore Recruitment

More press coverage in APAC for CML

Admin — Thu, 29 Jul 2010 00:00:00 GMT

CML quoted in the Legal Press again!!!

http://www.legaljobscentre.com/job-market-news/recruiters-outline-biggest-blunders-for-online-applications/47358

SE Asia Legal Business Awards - Singapore - CML Sponsor 2 awards!!!

Admin — Mon, 21 Jun 2010 00:00:00 GMT

2 weeks ago our Ben flew out to Singapore to kill two birds with one stone. Firstly to go and visit clients and candidates that he's been working with and to cement those relationships and secondly to represent CML at the ALB South East Asia 2010 Awards.

This prestigious industry event was a chance for us to promote the good name of CML directly to existing and potential clients in one of the worlds fastest growing cities.

Luckily we paid to sponsor one award but due to out monumental effort of sending a representative all that way they gave us two. Offshore Law Firm of the Year and Singapore Deal Law Firm of the Year.

As we were the exclusive recruitment sponsor for the evening our banners we're proudly stationed on screens either side of the plush stage at the Singapore Ritz Carlton. Attached is a photo of Ben handing the Offshore Law Firm of the Year award to John Rogers, Managing Partner of Walkers in Singapore.

Next up for CML is the Asia Legal Business Hong Kong 2010 Awards in November at the JW Marriott here in Hong Kong, as its on home turf and we're one of only two Recruiters featuring currently we going all out and will take as many of the staff as possible to network the event en masse! If anyone has any good ideas of things we can give away at the event to help us stand out please let me know.

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Accounting Recruitment in Hong Kong - Tony goes online

Admin — Fri, 18 Jun 2010 00:00:00 GMT

http://www.thea-list.com.hk/en/news-and-tools/cml/

Accounting Recruitment in Hong Kong

Admin — Tue, 15 Jun 2010 00:00:00 GMT

A job seeker’s game plan in a tight job market

By Tony Cheung

The recent jitters in stock markets sparked by the European debt crisis have flashed warning signs of a potential global double-dip recession. The job market is closely tied to market sentiment and employers will probably think twice about new hiring.

While the job market in Hong Kong is still expected to improve through the next quarter before tailing off, job seekers have to be prepared for any unexpected turn in the economy.

How can you compete in this delicate job market?

Start by crafting a resume that reflects your skills and experience well. One of the first questions asked by our candidates is: “How long should my resume be?” I have seen candidates with resumes between one to 10 pages. A resume that is too brief may not tell the employer much about your range of abilities, but an excessively long one could work against you if the recruiter is flooded with hundreds of applications.

The length of your resume largely depends on your employment history. The “right” length would be between two and three pages long. Remember, you are trying to give the reader a good account of yourself, and if you have to go to 10 pages to show it, then put your main work experiences in the first few pages. You can also attach an appendix enumerating your completed projects or deals. This approach would give the reader an opportunity to review your details without cluttering the resume.

Next, highlight the skills that match the job you are applying for. Grab your prospective employer’s attention by specifying relevant expertise and experience – be it in U.S. GAAP, initial public offerings, listing rules and Sarbanes-Oxley compliance. Language skills and specific industry or PRC experience may also give you an edge.

Keep an open mind about possible career streams. Consider internal audit opportunities, for example. Financial services employers see the immediate value a qualified accountant can bring in terms of experience in the latest regulations, process-driven approaches and controls evaluation. It is definitely an avenue to consider in getting into a particular industry and developing your career.

Be flexible in your salary expectations. The primary motive in taking any job should be whether there’s a long-term career prospect and a good cultural fit. I have always advised candidates to be flexible in their salary expectations and take the opportunity during the interview to demonstrate what you can offer. By being firm on your salary expectations, you may risk letting a good long-term career opportunity pass by.

Tony Cheung is a chartered accountant and head of accounting recruitment for Asia at CML Recruitment.

Hong Kong Legal Recruitment market

Admin — Mon, 14 Jun 2010 00:00:00 GMT

Hong Kong’s legal job market: volatile yet buoyant, unpredictable yet increasingly active

Since the global economic crisis, the legal job market in Hong Kong has started stirring from its comatose state and starting to show new signs of life, writes Rob Green

In the October 2009 issue of Hong Kong Lawyer, we wrote about the legal job market in Hong Kong when we were starting to see the first signs of recovery in both the financial and employment markets. The Hang Seng Index was hovering around the 21,000 mark, bank lending was on the rise and an increase in IPO activity was starting to inject a little bit of confidence and stability back into the markets after months of negativity.

As a result the city’s firms have seen a significant increase in business deriving from Hong Kong, Taiwan, Mainland China and south-east Asia, as well as India and Indonesia, especially in the areas of capital markets, funds, banking, shipping and litigation.

Naturally we expected to see a slow but steady increase in demand to add first class lawyers to existing teams. However, where in some practice areas we have seen significant staff growth at selected firms, others have stalled, choosing to retrain existing resources instead.

Some firms might have been looking to add specialist lawyers but upon realising they could not find what they were looking for, they pulled out of the job market and revaluated their needs. Other firms have seen a decrease in turnover and have chosen to keep staff levels at post redundancy levels. This has lead to an increasingly contradictory legal job market that has become ever more difficult to predict.

Previous predictions

In October, we predicted steady growth in numerous sectors for a variety of reasons. In order to balance the books during the global financial crisis, many firms made a large number of redundancies. Based on the increasing levels of IPOs and financial transactions, we predicted that as the level of business increased, firms would need to consider hiring again to ease the workload of their existing teams. In addition, we suggested that the Hong Kong economy’s customary ability to bounce back quicker and stronger than most would further encourage hiring levels. But we also implied that those firms with robust financials and ambitious business plans would see the global financial crisis as an opportunity rather than a threat and use it to grow in less ‘traditional’ lines of business, including shipping, restructuring and insolvency, and regulatory, in order to diversify their business.

The current legal job market

The legal job market started stirring from its comatose state at the beginning of 2009 and proceeded to show signs of life towards the end of last year as firms started hiring again. Bearing in mind that Hong Kong typically sees markets grow at an unprecedented rate when things are going well, we actually started to see a major transformation particularly in the capital markets and funds sectors at certain firms. The growth in business levels in these practice groups was so dramatic that firms started vying for the best candidates in the market.

Not only have these firms ‘dipped their toes’ back into the hiring market but they have actually started aggressively competing with each other for the best talent. This lead to the development of a ‘candidate driven market’ where the most sought after lawyers now have their choice of firm in these particular practice areas. This proved an amazing turn around from a few months prior where the message from potential hiring partners was usually something along the lines of – ‘great background, but we’re just not hiring’.

If the growth continues across all practice areas, the ‘candidate driven market’ will become the rule rather than the exception. However, some of the more forward thinking and gutsy firms are stealing a march on their competition and will benefit hugely in the end from taking this approach.

In addition, other markets in the region have also improved, further fuelling competition for the brightest talent. Emerging markets in the region such as Singapore, Jakarta, Bangkok, Mumbai and Mainland China continue to grow and produce fantastic opportunities for the more ‘flexible’ of job seekers.

Private practice

Generally, the private practice market has seen an increase in available job mandates this year. Certainly, the number of legal recruiters has increased and that can only mean firms are hiring again. It still appears to be dependent on how well the firm is set up, their existing footprint in the market and their game plan for growth across Asia. We have seen a trend towards firms only committing to growth in the areas they can accurately predict will grow and this tends to fall into practice groups where they are strongest.

On the flip side, we have seen some movement in areas where the more ambitious firms, particularly those well placed for growth and with long-term goals, have been able to reactivate their development plans.

Christine Chang, joint managing partner of Maples & Calder (Hong Kong), says: ‘The volatility that we experienced in the market over the last 18 months or so appears largely to have stabilised. It is now possible to start dusting off the long-term strategy plans and look again at headcount. What the global financial crisis reinforced in our thought processes was never to compromise on the quality of recruits. Investing in strong corporate, funds and finance teams paid off as we demonstrated our technical abilities with respect to restructuring and enforcement scenarios.”

In-house

The in-house market has been slightly more predictable, especially in financial services. If the banks are doing well, departments will grow. The market has shown and continues to show a steady growth and the demand for suitable talent is now well under way across the sector.

Salaries and packages have increased and improved as companies compete for the best candidates in the market. Ben Cooper, vice president of In House Legal & Compliance Recruitment for CML in Asia, says: ‘2010 has seen a dramatic increase in movement across the in-house recruitment market. At the moment it is primarily replacing headcount, but we are also seeing growth hires, especially in the areas of structured finance, derivatives and debt capital markets. Compliance is exceptionally buoyant, with the majority of banks, funds and financial services firms looking to hire for an increasingly rare and sought-after skill set, often having to look further afield for roles that traditionally require local experience. The market has quickly become one where high quality candidates are scarce and this, combined with the pay freezes and low bonuses in previous years, has led to a marked increase in the level of compensation for most new hires.’

The fight for top class talent

Admittedly, not all industries and practice areas are competing for new hires; it is safe to say, however, this is the case in most of the growing sectors such as capital markets, funds and litigation. It is also true that some firms are being left behind and suffering from their late arrival back into the job market. There is a misconception that now is the time to start hiring because there is an abundance of great candidates out there. But those lawyers have already secured lucrative moves – that is not to say that no exceptional talent is available – it is just that firms now have to show their commitment by offering above market rate packages.

Most firms have suffered from hiring freezes and salary caps for a couple of years as it affects what they can offer, but it is imperative to catch up and rethink compensation packages to avoid falling further behind.

Threats from home and abroad

People are increasingly transient these days and, more often than not, happy to relocate to other parts of the world in pursuit of a good career move. For some people, finding a job during the global financial crisis proved impossible until they opened themselves up to the possibility of relocating overseas.

In certain practice areas, most notably funds, most lawyers’ skill sets are transferable to other jurisdictions. Subsequently these professionals can work anywhere, which means local firms are not just competing for talent among each other, but also with firms in New York, London, Bermuda, Cayman Islands, Canada, Ireland and Australia.

Hong Kong will always be a choice destination for top talent as the gateway to the rest of Asia and a phenomenal place to live and conduct business, however, when talent from overseas has the flexibility to consider a number of different options and destinations, social issues such as rent prices, general cost of living and pollution become deciding factors.

The possible implications of this, for firms, are obvious. If the talent a firm is trying to attract is tempted to join a competitor in another city then it is not only the firm that misses out but also the other jurisdiction benefits where Hong Kong does not.

Now the dust has settled, new opportunities arise

There is no doubt the global financial crisis has reshaped many companies’ outlook and long-term strategies which also translates into new opportunities. Most forward thinking firms are taking this as an opportunity to diversify into new areas and jurisdictions they typically would have avoided in a more robust market. Some firms are using the opportunity to establish themselves in markets, other than their traditional core business sector, which in turn presents job seekers with attractive alternatives.

Nigel Binnersley, administrative partner of Blank Rome (Hong Kong), says: ‘With the increased activity in the corporate/IPO markets, there are some good opportunities for the more entrepreneurial lawyers in Hong Kong. There are now gaps in the corporate legal market for new suppliers to build a presence in this sector by offering a fresher and more agile approach to a deal. Firms such as ours that are expanding their platform across Asia in the finance and capital markets practice areas can offer a mutually beneficial platform and a fresh challenge to an ambitious senior lawyer’.

Getting the right people

To get the right people, a good starting point is to have robust and ambitious hiring strategies. In order to achieve the strategies and objectives, the right suppliers are needed. It is important that firms looks carefully at who their suppliers are and how they represent the firm in the market to ensure tidy and timely delivery of relevant candidates and value for money.

Here are important points to consider when selecting a recruitment agency:

Form closer ties with suppliers. Now is the time to pull your recruitment suppliers closer. You must make sure you are happy with their procedures, ethics and that they fully understand you and your firm, where you want to be and why you are hiring.
Accurate representation in the market. It is a small market and recruiters are a reflection of you so their message must be clear and concise. They must take the time to get to know their product (you) and you must spend the time educating them.
Be as flexible as you can be on packages. Competition for the top talent is increasingly stiff but no one wants to be pulled into a bidding war. Sometimes being just a little more flexible can show prospective candidate how serious you are and help sway their decision.
Do not procrastinate. Time spent deliberating over a candidate you ultimately want to offer allows the candidate time to secure other interviews and receive other offers. If your internal procedures allow you to move quickly you should oblige.

Going forward

It seems obvious to say but it is imperative that a firm’s hiring and growth strategies work in tandem to ensure that it is staffed with the best talent available.

In terms of hiring levels, Hong Kong will no doubt continue to be driven by the financial markets that are in turn driven by world events. Companies that did well after the global financial crisis, those that are forward thinking, aggressive and determined to evolve and grow in the region, will continue to hire, albeit at varying paces. They will always succeed in attracting the best talent and not necessarily because of their name and how well established they are, but also because of their strategies and the opportunities they can offer.

Rob Green

Director, CML Recruitment

r.green@cmlor.com.hk

The future remains bright for aspiring and newly qualified Accountants in Hong Kong.

Admin — Thu, 13 May 2010 00:00:00 GMT

Looking back over my early career in the UK and my subsequent 8 years in Hong Kong to date, I have never seen the general job market as competitive as it is now. This competitiveness is just as evident within the accounting and finance profession in Hong Kong given the current economic environment, which has been, thankfully, steadily improving since the start of the year. The future remains bright for aspiring and newly qualified Accountants in Hong Kong.

The knowledge I have gained having worked within the audit and advisory sector for over 13 years, and from discussions with people that I have come across, suggests that every one of you have the aptitude, qualifications (or getting there) and work experience to take it to the next level and beyond. The question that you have to ask yourself is how to start the climb…..

As you can appreciate, there are many avenues available to take you to that next level, and this short article does not pretend to suggest all or the “right” way of going about this. Instead I would simply like to suggest ways to mitigate a preconceived view of some auditors that could make it difficult for you to progress in the market.

There is a perception in Hong Kong that newly qualified auditors (with pure Big 4 experience) do not have the commercial acumen to work in the industry with non-Big 4 employers. As a result of this perception, industry players are sometimes reluctant to provide an opportunity to freshly qualified Big 4 candidates. This is really a catch-22 situation, but the perception (although misguided) is real and industry employers are generally more receptive to the dynamic qualities of a qualified auditor in job markets in the Americas and Europe compared to Hong Kong.

Again, the aforementioned observations are through my own personal experiences together with speaking to both employers and candidates and in no way stipulates the “norm” market practice in Hong Kong. Feel free to share your ideas and your experiences in the comment section beneath this blog.

Below are some suggestions for newly qualified auditors to help them on their way.

Targeted and specific resume details

Consider the job opportunity that you are applying for and evaluate how well your resume matches to its requirements. Are there practical examples of how you have achieved the job’s requirements? Examples could be specific GAAP, IPO, listing rules, PRC, and SOx experience.

Targeted sectors

As an auditor, you will have been engaged on various clients in different sectors. Are there certain clients that you work on that fit into the prospective employer’s sector?

Demonstrate all-round experience

There are literally hundreds of newly qualified auditors attaining qualifications on an annual basis. How do you differentiate yourself? For example you may have had the chance to assist in non-audit functions within your audit firm, such as Transaction services. Any project work that you have performed will set you apart from the crowd.

Internal audit functions

Consider internal audit opportunities as well. In particular, financial services employers do see the immediate value that a newly qualified auditor would bring in terms of their experience in up-to-date regulations, process driven, and controls experiences. It is definitely an avenue to consider and one that could get your foot in the door and demonstrate what you can do.

New Hong Kong office tour

Admin — Tue, 11 May 2010 00:00:00 GMT

Please see the attached video for your personal tour of the new Hong Kong office, our view outside is more skyscraper than beach but we're happy to call it home!!

CML HONG KONG.mp4

CML Asia strengthens with two new Legal Recruitment Consultants

Admin — Sat, 08 May 2010 00:00:00 GMT

Its been a big week for CML Recruitment Asia. Moving into the new office, welcoming Shan and Peter as our new Research Analysts and the final pieces of the puzzle started on Monday and Tuesday.

Ingrid Broberg and Charis Uyecio joined us as additional Legal Recruitment Consultants, Ingid to work alongside me on the Law firm side and Charis joins Ben recruiting for In House and Compliance positions acros the Asia Pacific region.

Both have a first class backgrounds in Legal Recruitment. Ingrid moved to Hong Kong in 2006 and started out as a Research Analyst (much like Peter and Shan) at DHR International (one of the largest search firms in the world), she spent a year or so there before moving to Michael Page (HK), here she outperformed many of her colleagues and became one of their leading Legal Recruiters.

Charis has an equally strong background. Starting life in the high powered world of a New York Law firm specializing in Mergers and Acquisitions, she then moved to Hong Kong working for Law Alliance Recruitment, becoming one of their leading In House Legal Recruiters. Charis speaks multiple Asian languages which in itself is a real boost to our operation.

We are delighted to welcome Ingrid and Charis. The CML Asia office now boasts 5 key Consultants developing client and candidate relationships, all 5 of them have experience and skill of developing desks from scratch and turning them into highly profitable and successful recruitment teams. We are supported by two young, hungry Researchers who's role will be to map the markets, head hunt and continually improve the quality of our candidate database. We are confident this team can take us forward to make this year and coming years profitable ones.

We've moved!!! CML Recruitment move to new Hong Kong office

Admin — Sun, 02 May 2010 00:00:00 GMT

Just 3 and a half weeks after construction started on an empty shell of an office, Thursday saw our first day in our new home.

Now our legal and accounting recruitment experts in Hong Kong have a new home from which to place as many lawyers, accountants and other finance professionals as we can from.

The new office is very nice, with a classy looking reception area complete with our new logo and waiting chairs (no receptionist yet though), we have two meeting rooms in which we will interview candidates and hopefully map out their next career move. Walk down the corridor you then enter the sales floor where at present we have 10 work stations but if needs be there would definitely be room for at least 5 more, allowing us the flexibility to add more top class recruiters should they become available in the market.

The move went very smoothly and the whole project from start to finish was excellently coordinated by Louisa our Admin Exec here in Hong Kong.

I personally hope this will now take us to the next level as a firm and a leading recruiter in law and accounting in the Asia Pacific region, Now we just need to make sure everyone is working at 110% to make as many placements from this wonderful new office as we can.

On another note I read an interesting article the other day on how we can all improve our personal search footprint, this could be a really good tool for all our legal and accounting recruitment professionals and for CML in general, see the link below.

http://www.media.asia/DigitalMedia/Contentarticle/2010_04/How-to-improve-your-personal-search-engine-footprint/39654

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CML Recruitment's new Recruitment Research team starts in Hong Kong

Admin — Sun, 02 May 2010 00:00:00 GMT

Friday saw Peter Paryani and Shan Singh join the Hong Kong office to form our new Research Analyst team. Both are Hong Kong nationals with experience in sales and a good base knowledge of business.

Our hope is that they will learn recruitment from the bottom up, get a full understanding of the markets we work in, the candidates and clients we work with and how best to recruit for them. Their job is initially to support the Consultants by mapping out the markets and professionals within them so we can improve our knowledge of who to head hunt and clients to call. They will then progress to actually doing the head hunting and building up their own network of top class candidates who they will share with the Consultants to make sure we are placing them.

Our hope is that they will eventually progress into full Consultants on one of the teams (law firms, in house legal or accounting and finance) and with their base knowledge and extensive candidate network helping them to become first class Recruiters.

First thing is first though, lets all welcome Peter and Shan to the CML family and wish them luck making our research function the best in Hong Kong.

Why CML want to have the best research and head hunting team in Hong Kong is covered in part in this article

http://www.articlesbase.com/self-help-articles/the-importance-of-research-why-we-do-research-793360.html

Unbelievable progress!!!

Admin — Wed, 14 Apr 2010 00:00:00 GMT

Just two days after the last pictures of the new HK office - the worlds fastest office builders have done more work. See below

office latest.pdf

Building work on the new HK office continues at a pace

Admin — Mon, 12 Apr 2010 00:00:00 GMT

PLEASE NOTE THAT PICTURES HAVE BEEN ADDED TO BOTH RECENT HONG KONG BLOG ENTRIES, JUST GO INTO THE STORY AND THE LINKS SHOULD BE AT THE BOTTOM.

As with most things out here, our new office building work is moving along at a record pace.

In just over a week and a half we now have meeting rooms and a reception!! the pantry is also taking shape and the walls have been painted. Just the ceiling, the carpet, the furniture and the electrics to go now and we'll be all set to move in.

We're very excited about this next step in our growth. This is going to allow us to do many things that we cannot currently do, such as meet candidates on site, set up on site skype/web cam interviews, host candidate "drop in" sessions and many other candidate focussed events that will help us stand out. Unfortunately we don't have a pool and a bar like they do outside the Cayman office but we're sure this wont stop people coming to see us!!

Cheers

Rob

site photo report.doc

New Hong Kong office - building begins!!!

Admin — Fri, 09 Apr 2010 00:00:00 GMT

No sooner have Ben and Tony settled into the Hong Kong office and we're asking them to move!! CML Asia is growing and in the next step towards ruling the recruitment market out here we have committed to moving into a new office. From our current base in Sheung Wan (200 sq ft office) we are moving closer to the financial district in Central and our new office will be on the 16th floor of the Two ChinaChem Plaza (1400 sq ft office). Presently it is an empty shell (see pictures) although I am assured building work has started and we are only 1 month away from being able to move in.

For those that know the layout of Hong Kong the office is perfectly situated. It's opposite The Center Building where many of our Legal clients are housed and its attached to the walkway that goes straight to Exchange Square and IFC I and II where most of our Finance clients are situated. As an additional bonus we have HK's number 1 breakfast spot underneath the building, Dukes Deli, http://dukesdeli.com/, although I can assure you that wasn't my main reason for choosing this particular office space!!

We are assured by our trustee building contractor, Alex Chen, that the new office will have 2 meeting rooms, a fancy reception complete with new logo and a sales floor that can seat up to 14 people comfortably, affording us the luxury of being able to grow as we hopefully become more and more successful. We have already filled a few of those seats with 4 new CML staff members (details to follow).

We'll keep you updated on the progression of the building work - May 1 should be the moving in date.

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Happy Birthday - CML Asia is 1 year old!!!!!

Admin — Wed, 03 Feb 2010 00:00:00 GMT

2009 was a difficult year in the recruitment world, but it was a great year for CML. February saw the launch of our Hong Kong office and since then we have fought against the Asian economy stagnating, law firms and financial services institutions going through not one, not two but in some cases three rounds of redundancies and a region wide recruitment freeze that is only now just starting to thaw.

Our first year saw us slowly pick up new clients that trusted us with the one or two roles they hired last year, from there we started with a handful of interview requests which turned into placements at the start of Q3. Since then we haven’t looked back.

Sticking with the CML ethos of reinvestment, growth and investing in people, we’ve grown the number of people in the office from 1 (me) to 4 (me, Lou, Tony and Ben), we’ve moved offices once and we’ve ramped up the marketing and branding across Asia and now have a strong voice in the world of Accounting and Legal Recruitment in Hong Kong, Singapore and mainland China. We’ve had articles printed in the South China Morning Post, Hong Kong Lawyer, Accountancy Magazine and the HR Industry press and we’ve launched an environmental scheme to help clients “green” their recruitment scheme.

Now we plan to continue to push on and continue to grow by bringing on more clients, making more placements, bringing on great new members of staff, hopefully moving to bigger offices, keep up the promotion of the CML brand and cement ourselves firmly as a “go to” recruiter of choice for clients and candidates in Asia.

Please join me in wishing CML Asia HAPPY BIRTHDAY, 1 year old today.

Derivatives Lawyers

Admin — Wed, 03 Feb 2010 00:00:00 GMT

I'm looking for a number of derivatives lawyers on both the equities and fixed income/credit side for some of the global investment banks based in Hong Kong and Singapore. They need to be very strong and around the 4-6 PQE mark.

News from the China recruitment market

Admin — Thu, 21 Jan 2010 00:00:00 GMT

http://news.financeasia.efinancialcareers.com/ITEM_FR/newsItemId-23133

CML Asia's continued expansion - New VP of Accounting Recruitment joins CML Hong Kong

Admin — Wed, 06 Jan 2010 00:00:00 GMT

Tony Cheung has joined as the Vice President for the Asia Pacific region of CML in January 2010 to head up the accounting recruitment team at our Hong Kong office.

Having spent most of his life in Scotland, Tony completed his education and obtained a Bachelor of Accountancy (Hons) degree at his local University of Dundee in 1996. He pursued his accountancy path and went on to complete his traineeship at a local medium-sized public practice firm and qualified as a Chartered Accountant in 2001 with The Institute of Chartered Accountants of Scotland, the world’s first professional body of accountants, receiving its Royal Charter in 1854. Following this, Tony returned to his roots in Hong Kong and joined KPMG's China Hong Kong office in 2002 where he continued his progression within the firm and rose through the ranks and was promoted to Senior Manager, Audit function. Tony has over 13 years of audit and advisory experience and worked in the United Kingdom, Hong Kong and China.

Tony is fluent in English and Chinese and he will be heading up our accounting recruitment function over the Asia Pacific and Middle East regions.

We are delighted to have secured someone of Tony's calibre. His professionalism, his industry knowledge and his contacts throughout the region will help us become the Accounting Recruiter of choice in APAC over the next few years.

To contact Tony directly call +852 3106 3636 or email t.cheung@cmlor.com.hk