Cedar

Competitive salaries are no longer enough to secure specialist talent. Employers are balancing cost pressure with continued demand for high-impact professionals across Finance, Tax, Procurement, Tech & AI, and Change & Transformation. At the same time, candidates are assessing the full opportunity, including flexibility, progression, purpose and long-term reward. In our latest LinkedIn newsletter, we explore: · Why right-fit talent remains difficult to secure · Why employers must assess impact, not job titles · How to build a more competitive reward proposition The organisations securing the strongest talent are moving quickly, setting realistic expectations and presenting a clear, credible opportunity. Read the newsletter for practical insight into what it takes to attract and retain specialist talent over the next 12 months.

Last week, we swapped our desks for an afternoon at The Botanist, Broadgate Circle, to celebrate a fantastic Q1 together. Six months into 2026, it's great to see the business continuing to build momentum. But while the results have been something to celebrate, what really stands out is the people behind them. Every practice. Every consultant. Every support function. Showing up, collaborating, backing each other, and putting in the hard work day in, day out. It was brilliant to take a step back, enjoy some great food, raise a glass together, and recognise everything the team has achieved so far this year. Huge congratulations to everyone at Cedar on an incredible quarter. Now it's time to reset, refocus, and do it all again. Here's to an even bigger Q2. 🚀

Welcome to our newest member of the team, Steve Maynard! Steve brings over 10 years of industry experience, specialising in property, real estate, and investor-backed businesses across the UK and Europe. Throughout his career, he has built a strong track record of connecting exceptional senior finance professionals with opportunities across both public and private markets. “I am incredibly excited to join Cedar’s permanent finance team. After meeting several people in the business throughout the interview process and hearing their approach to recruitment, I knew straightaway this is a company I want to be part of. It’s an exciting time to be working within the PE sector and Cedar’s refreshing approach to service and quality is the exact environment I feel my career can continue to flourish." - Steve Maynard Chris Morrison, Group Managing Director, shared his thoughts on Steve joining the business: "We're delighted to welcome Steve to Cedar. His depth of experience, knowledge of private markets, and people-first approach make him a fantastic addition to the team. We're excited to see the impact he'll have as we continue to grow our Finance into PE offering and support our clients and candidates across the market." We're thrilled to have Steve on board and can't wait to see everything he'll achieve. Please join us in giving Steve a very warm welcome to Cedar! 👏

We recently hosted our 8th Women in Finance Leadership breakfast with a small group of senior finance leaders, CFOs and our own consultants to host an open, honest conversation about what it actually takes to lead at the top of the finance function. Despite having worked their way to these positions through markedly different paths, it was striking how consistent the themes and lived experiences were across the room. A few of the key takeaways that may help you: - Confidence is a skill to be honed, and matters as much as competence and experience. - Effective leadership and influencing capability in the boardroom comes from building cross-functional allyship outside of the boardroom. - Language influences perception. Being clear about who owned, led or supported initiatives ensures fair recognition. - AI is already reshaping finance functions. The risk isn't the tools themselves; it's teams using them without the experience to know when the output is wrong. - Mentorship matters, but sponsorship is equally important. If you're a senior woman in finance and you'd like to join us at a future event, get in touch with Ellie Heanue or Naomi Gray.

We’re excited to welcome our newest team member, Declan McElroy, who joins our Procurement team! Declan brings over 14 years of specialist recruitment experience across Procurement and Supply Chain. Throughout his career, he has partnered with organisations ranging from ambitious SMEs to global FTSE and Fortune 500 businesses, delivering senior appointments across the UK, Europe and North America. His focus at Cedar will be on growing our Procurement practice, developing a high-performing team, and partnering with organisations to solve complex hiring challenges across the procurement landscape. "Joining Cedar feels like the start of a really exciting chapter. From my first conversations, it was clear this was a business with ambitious plans, great people and a genuinely collaborative culture. I’m looking forward to getting stuck in, reconnecting with familiar faces in the procurement market, building new relationships and growing Cedar’s procurement offering." – Declan McElroy As Jayne Halperin, Group Managing Director, says: "We are thrilled to have Declan on board. His depth of expertise, extensive network and passion for delivering outstanding recruitment solutions make him a fantastic addition to the team. As we continue to grow our Procurement practice, we're excited to see the impact he'll have for both our clients and candidates." We're delighted to have you with us, Declan, and can't wait to see all you'll achieve as we continue to grow our Procurement offering together. Learn more about Declan and his experience here: https://lnkd.in/ensjP3B3

Exit timelines expose leadership gaps quickly. For PE firms and portfolio CFOs, the challenge is providing buyers with the confidence, data, and pace they need alongside a credible value creation story. If the CEO cannot align advisers and keep the business performing through the process, exit value can come under pressure. That is why interim CEOs are a strategic option – not a fallback - for high-stakes exit scenarios. With proven transaction experience and the authority to execute when timelines are tight, the right leadership at the right moment can protect value and strengthen buyer confidence. Read the newsletter for more insight into why PE firms are turning to interim CEOs for exits. 

We’re excited to welcome Neil Aitken, who joins us to launch our dedicated Treasury function! As part of our continued growth, we have recently acquired Treasury Search, marking an exciting new chapter for Cedar and strengthening our specialist offering. With over 17 years of recruitment experience dedicated exclusively to Treasury, Neil specialises in recruiting across all levels of Treasury, from Treasury Analysts through to Group Treasurers, supporting clients and candidates across the UK and Europe. His mission is to provide treasury professionals with a personal, tailored experience, delivering a more effective and rewarding search for both parties. Neil prides himself on his deep market expertise and his understanding of the needs and expectations of both clients and candidates. "When I spoke with Cedar about them acquiring Treasury Search and joining them to head up Treasury, I knew straight away it was the right move. Their ambition, culture and ethos matched my own, and I am delighted to join and get started." - Neil Aitken As Chris Morrison, Group Managing Director, says, "We're incredibly excited to have Neil on board and to officially launch our Treasury offering. This is an important milestone for Cedar as we continue to expand our specialist recruitment capabilities, and we can't wait to see what we'll achieve together." Keep your eyes peeled in the upcoming weeks for our official launch. Learn more about Neil and his expertise here: https://lnkd.in/eXPxYVPW

Over 80% of AI projects fail to reach production - more than double the failure rate of traditional IT projects. Many AI change and transformation programmes stall at the strategy, development, or integration phases. The root causes are consistent: weak data foundations, misaligned strategy, and technology that moves faster than the organisation can follow. The good news is these are solvable problems. With clear strategy, strong data governance, and the right expert talent, organisations can overcome common pitfalls and unlock real business impact. Read the full article to find out where most AI programmes break down, and the six strategies that help close the gap. #AIAdoption #BusinessTransformation #ChangeLeadership

We're excited to also welcome Zina Thandi to Cedar's Change & Transformation team. With nearly seven years of experience, she joined Cedar as a Business Manager, where she supports permanent hiring and delivers projects within the Change and Transformation space. A dedicated recruitment professional, Zina has built strong, long-lasting relationships with both clients and candidates. Her experience extends beyond the UK market, having successfully delivered a number of global mandates, including assignments in Poland and Abu Dhabi. "I am pleased to have joined Cedar, a firm whose strong reputation and the continued growth of its Change & Transformation practice were particularly compelling. I look forward to collaborating closely with both clients and candidates on a diverse range of transformation programmes across industries, and to serving as a trusted advisor in identifying and securing high-calibre talent to support these initiatives." - Zina Thandi Learn more about Zina, or connect with her to discuss your change & transformation requirements: https://lnkd.in/eMnJ8qhk

It’s time to position yourself for the next PE cycle. As exit activity returns and firms refocus on delivering returns, demand is increasing for professionals who can deliver impact at critical stages of the investment lifecycle. This is changing what firms are looking for. Experience alone is no longer enough. Candidates who stand out are those who can demonstrate: Successful exit or carve-out delivery  Measurable impact on portfolio performance  Experience driving transformation or growth At the same time, compensation is evolving. Higher base salaries and cash incentives are becoming more prominent, particularly for senior roles where equity timelines are less certain. This creates both opportunity and complexity. Without clear insight, it is difficult to know where you stand, what your experience is worth, or how to position yourself for the next move. Cedar’s 2026 UK Private Equity Salary Guide provides that clarity, helping you benchmark your value and understand where demand is strongest. Download the 2026 Private Equity Salary Guide to position yourself for your next move. https://lnkd.in/epDbC2z5  #PrivateEquityCareers #CareerStrategy #SalaryBenchmark