The departure of a top auditor isn't just a vacancy to fill; it's a brain drain of institutional knowledge, risk expertise and future leadership. The Great Resignation highlighted the issue, but the underlying causes have been simmering for years.
At Leonid, through our daily conversations with top audit talent, we see four primary reasons your best people are leaving. In this article, we explore those reasons - and advise on what you can do to keep them.
&nbsp;
<h5 class="MsoNormal">The four root causes of auditor attrition</h5>
&nbsp;
1. The Burnout Spiral: doing more with less
Modern internal audit is relentless. The audit plan is more complex, encompassing everything from cloud security to supply chain ethics. Regulatory pressures are intensifying, and teams are often expected to manage this expanded scope without a proportional increase in headcount. Top auditors, who are naturally diligent and conscientious, bear the brunt of this. They are stuck in a cycle of perpetual audit cycles, working long hours on manual data wrangling, and suffering from "assurance fatigue." The work becomes a grind, and the passion for problem-solving that drew them to the role is extinguished.
&nbsp;
2. The "Poaching" Problem: a testament to their value
This is the ultimate double-edged sword. Your best auditors possess a unique and highly coveted skillset: they understand your business processes, can assess risk objectively and communicate complex issues effectively. The business units&nbsp;know this. It&rsquo;s no surprise that Finance, Operations and Compliance actively headhunt these individuals. A move to a business role often comes with a clearer impact on the P&amp;L, a perceived step-up in influence, and frequently, a significant salary increase. When the only path for growth appears to be&nbsp;out&nbsp;of audit, you&rsquo;re fighting a losing battle.
&nbsp;
3. The Career Ladder that leads to a cliff
Many IA functions have a flat structure: Staff, Senior, Manager, Chief Audit Executive. The jump from Manager to CAE is a massive one, requiring not just technical skill but immense political capital and leadership experience. For a high-potential senior manager, waiting 5-10 years for the CAE to retire is not a career plan - it's a career prison! Without a visible and achievable progression path&nbsp;within&nbsp;the function, ambition alone will push your best people to seek opportunities elsewhere.
&nbsp;
4. The Perception Gap: being seen as a policeman, not a partner
Despite the rhetoric, many organisations still treat internal audit as a "necessary evil"; a group of compliance police who exist to find fault. When auditors feel their strategic insights are ignored or their reports are shelved, morale plummets. This perception gap is deeply demotivating for professionals who want to add value and help the business succeed. If they&rsquo;re not treated as strategic partners, they will find an organisation that will.
&nbsp;
<h5 class="MsoNormal">The Retention Playbook: how to keep your top talent</h5>
Understanding the "why" is only half the battle. Here is our four-part playbook for retaining your star auditors.
&nbsp;
1. Combat burnout with technology and focus.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo1; tab-stops: list 36.0pt;">Invest in Tools, not just talent: Liberate your team from manual tasks. Invest in and train your team on Data Analytics (DA) tools, Process Mining, and AI. This reduces grunt work, makes audits more impactful and upskills your team simultaneously.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo1; tab-stops: list 36.0pt;">Ruthlessly prioritise:&nbsp;Work with the Audit Committee to ensure the audit plan is dynamic and risk-based. Be willing to defer or descope low-risk audits to focus resources on the areas that truly matter. Empower your team to do deep, meaningful work, not just more work.</li>
</ul>
&nbsp;
2. Lean into the "Feeder Pool" mentality, strategically.
You can't stop the business from wanting your talent, but you can control the narrative.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Create Formal Rotation Programs:&nbsp;Instead of losing your best people, loan them. Establish a formal program where high-potential auditors can spend 6-12 months on a secondment in a business unit like Finance, Strategy, or Cybersecurity. They gain invaluable experience and return to IA with a deeper business understanding. This makes IA a destination for those seeking broad exposure.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Celebrate "Alumni" Success:&nbsp;Track and celebrate the careers of former auditors who have moved into successful roles within the company. This positions IA as the premier leadership development program within your organization, actually helping you&nbsp;attract&nbsp;ambitious talent.</li>
</ul>
&nbsp;
3. Redefine the career ladder.
Growth doesn't always have to be a straight vertical climb.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Create specialist tracks: Not every senior auditor wants to be a people manager. Create parallel career paths for technical specialists (e.g. "Director of IT Audit," "Head of Data Analytics for IA") with appropriate compensation and prestige. This allows experts to grow in influence without leaving their domain.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Expand horizontally:&nbsp;Provide opportunities for auditors to lead audits in new and emerging risk areas (e.g., ESG, Third-Party Risk, Digital Transformation). This keeps the work intellectually stimulating and builds a more versatile and resilient team.</li>
</ul>
&nbsp;
4. Close the perception gap with influence and impact.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo4; tab-stops: list 36.0pt;">Measure and broadcast value:&nbsp;Shift the metric from "number of audits completed" to "risk mitigated" and "value added." Quantify how an audit finding saved the company money, avoided a compliance fine, or improved a process. Share these success stories with senior leadership and the board.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo4; tab-stops: list 36.0pt;">Empower your CAE as a strategic voice: The number one thing an organisation can do is ensure the CAE has a direct, respected line to the CEO and the Audit Committee. When the function is valued at the top, that reputation filters down, and every auditor feels the increased respect and influence.</li>
</ul>
&nbsp;
<h5 class="MsoNormal">The Bottom Line</h5>
Your best auditors are leaving because they have options. They are sought-after professionals who crave impact, growth and respect. The organisations that win the war for audit talent won't do so by accident. They will be the ones who intentionally design their IA function to be a dynamic, technology-enabled hub for leadership development and strategic insight.
By implementing these strategies, you can stop being a training ground for other departments and start being a magnet for the top-tier talent that will safeguard and guide your company's future.
&nbsp;
If you would like more advice on retaining your internal audit team, please get in touch with <a href="mailto:adam@leonid-group.com" target="_blank" rel="noopener">Adam Bond</a> for a friendly discussion.

4 reasons why your best auditors are leaving (and how to keep them)

Internal auditors are the unsung heroes of the corporate governance world. As a recruitment agency specialising in internal audit roles, we&rsquo;ve engaged in thousands of conversations with professionals in this space, from newly qualified candidates to seasoned Heads of Audit. Through these discussions, one thing is clear: great internal auditors are critical thinkers, business partners and quietly ambitious professionals who thrive on making a difference.
Here are some of the insights we regularly encounter in our conversations with internal audit professionals about what really excites them in their careers.
&nbsp;
1. Curiosity
One of the most consistent traits we've seen is&nbsp;insatiable curiosity. Internal auditors love asking "why?" and "what if?"; not to question for the sake of questioning, but to understand how things work and where risks might hide. They enjoy digging into the details and uncovering root causes, not just symptoms.
&ldquo;Every audit is like a puzzle. You&rsquo;re looking for what doesn&rsquo;t quite fit, and I embrace that challenge,&rdquo; one candidate told us.
&nbsp;
2. A sense of purpose
While many roles focus on driving growth or increasing revenue, internal auditors are driven by impact through integrity. Many professionals say they feel a genuine sense of duty to protect their organisation, its finances, its reputation - and its people.
&ldquo;My job is to be a second set of eyes for leadership. I take that seriously.&nbsp;&nbsp;It&rsquo;s about protecting the business and doing what&rsquo;s right.&rdquo;
&nbsp;
3. Continuous learning
Audit professionals rarely stay still. Many are drawn to the field because of its exposure to all areas of the business. From operations and IT to finance and compliance, they love that their work constantly challenges them to learn and evolve.
&nbsp;
We often hear:
&ldquo;The variety is what I love. No two audits are the same, and every project sharpens a different skill set.&rdquo;
This mindset is reflected in the number of auditors pursuing professional development, whether it&rsquo;s a&nbsp;CIA, CISA, or data analytics courses.
&nbsp;
4. Adding clear business value
Forget the outdated stereotype of auditors as "the police." Today's internal auditors are strategic thinkers who want to add value, not just point out what&rsquo;s wrong.
&ldquo;It&rsquo;s not about writing a report and moving on; I want to help teams implement sustainable improvements,&rdquo; said a senior internal auditor we placed recently.
The most successful candidates are those who see their role as collaborative: working with stakeholders, not against them.
&nbsp;
5. Balancing ethics with commercial ambition
Ethics is non-negotiable in audit, but what sets great auditors apart is the ability to balance integrity with business acumen. Candidates tell us they don&rsquo;t want to just say &ldquo;no&rdquo;, they want to offer better alternatives and practical solutions.
&nbsp;
6. The right kind of pressure
Let&rsquo;s be honest: internal audit isn&rsquo;t always easy. Tight deadlines, shifting priorities, and sometimes tough conversations are part of the job. But many candidates say they thrive under this kind of pressure, especially when they&rsquo;re in an environment that respects their role.
&ldquo;Being challenged keeps me sharp. I like knowing that what I do matters, even if I&rsquo;m not always the most popular person in the room.&rdquo;
&nbsp;
&nbsp;
Final Thoughts
What makes internal auditors tick? It&rsquo;s a blend of curiosity, ethics, resilience and the desire to make a meaningful impact. For employers, understanding what motivates these professionals can help you attract and retain the best talent. For auditors, it&rsquo;s a reminder that your mindset and values are not just suited to audit, they&rsquo;re essential for success.
&nbsp;
Whether you&rsquo;re hiring or looking for your next move, we&rsquo;re here to help.&nbsp; Please get in touch with our Internal Audit expert, <a href="mailto:adam@leonid-group.com" target="_blank" rel="noopener">Adam Bond</a>, for a friendly chat.
&nbsp;

What makes Internal Auditors tick? 6 key insights from candidate interviews

As 2025 draws to a close, we reflect on a major observation from the past 12 months. Internal audit teams are being asked to cover not only the traditional financial and control assurance, but increasingly:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">digital-risk and cyber controls,</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">data-analytics driven audit techniques,</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">business-processes and transformation assurance, and</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">emerging technology and non-financial risks (AI, cloud, ESG).</li>
</ul>
According to the 2025 <a href="https://assets.kpmg.com/content/dam/kpmg/vn/pdf/publication/2025/02/global-it-internal-audit-outlook.pdf" target="_blank" rel="noopener">global IT internal audit outlook</a> from KPMG International, only 42 % of surveyed organisations said they have &ldquo;good&rdquo; or &ldquo;excellent&rdquo; readiness for auditing risks associated with cloud, AI, ML and blockchain. Furthermore, that same report found that a mere&nbsp;4 % of functions rate themselves as a &ldquo;trendsetter&rdquo; in technology audit maturity (with 49 % at the foundational level).&nbsp;
 A 2025 survey by Jefferson Wells found that 85 %+ of audit leaders say they rely on external partners to fill critical skill-gaps in IT audit, data analytics and cyber risk.
 These statistics underline a clear theme for audit functions: the supply of auditors with the combined skill-set of IT, data analytics and business acumen is under pressure.
&nbsp;
Why the &ldquo;Triple Threat&rdquo; matters
&nbsp;Why is this broad set of skills so critical? There are several factors at play here:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Technology-driven business models: Organisations are increasingly digital, cloud-enabled and data-intensive. Internal audit must understand how controls work in these environments and how risk manifests (not just &ldquo;does a control exist?&rdquo; but &ldquo;is it operating in a SaaS‐/cloud-/API-first world?&rdquo;)</li>
</ul>
&nbsp;
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Data analytics becoming core to audit methodology: Audit teams are expected to sample much larger populations, identify patterns, exceptions, anomalies using tools rather than purely manual testing. That demands both technical analytics capability and business process understanding.</li>
</ul>
&nbsp;
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Business risk orientation: Audit is shifting from retrospective assurance towards prospective advisory &ndash; linking to transformation projects, business strategy and disruptive tech.</li>
</ul>
&nbsp;
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Regulators, boards and stakeholders expect more: Emerging regulations (e.g., cloud governance, data privacy, AI risks) mean audit must cover business-tech intersections. If the audit team lacks IT/data fluency and business insight, there&rsquo;s a risk of &ldquo;blind spots&rdquo;.</li>
</ul>
&nbsp;
The supply-demand gap
Data shows us there is a substantial gap between what audit functions need and the talent available.&nbsp; Many audit teams are only partially equipped (either good at IT-audit but weak on business acumen, or strong in business but lacking data/tech skills) and the gap is unlikely to close quickly, without deliberate strategy.
&nbsp;
How to compete for this scarce talent
Given the skills scarcity, audit functions must be proactive and strategic in how they attract, hire and retain Triple-Threat auditors. Here are key approaches:
&nbsp;
1. Expand the talent profile
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l9 level1 lfo3; tab-stops: list 36.0pt;">Broaden candidate pools: look at professionals not only from classical internal audit, but also from IT audit firms, data-analytics teams, risk functions, consulting.</li>
<li class="MsoNormal" style="mso-list: l9 level1 lfo3; tab-stops: list 36.0pt;">Even hire hybrids: someone with strong data/IT background and train them in audit methodology and business context (rather than expecting all dimensions to be present upfront).</li>
<li class="MsoNormal" style="mso-list: l9 level1 lfo3; tab-stops: list 36.0pt;">Emphasise business-context roles: when writing job-descriptions, highlight that you are looking for &ldquo;audit-professionals with data-analytics fluency and business-process insight&rdquo;, not just &ldquo;IT auditors&rdquo;. That helps attract candidates who see themselves as business-partners rather than purely technical.</li>
</ul>
&nbsp;
2. Build a strong employer value proposition (EVP)
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l10 level1 lfo4; tab-stops: list 36.0pt;">Emphasise the strategic nature of the role: &ldquo;You will audit transformation, data platforms, emerging risks (AI, cloud) and influence business decisions&rdquo;.</li>
<li class="MsoNormal" style="mso-list: l10 level1 lfo4; tab-stops: list 36.0pt;">Offer meaningful stretch: career path into &ldquo;audit-analytics lead&rdquo;, &ldquo;business risk partner&rdquo;, not just &ldquo;IT audit specialist&rdquo;.</li>
<li class="MsoNormal" style="mso-list: l10 level1 lfo4; tab-stops: list 36.0pt;">Provide the tools and autonomy: ensure new hires will get exposure to real data-analytics tooling, cloud environments, cross-functional teams (not just legacy controls).</li>
<li class="MsoNormal" style="mso-list: l10 level1 lfo4; tab-stops: list 36.0pt;">Flexibility, development and brand: in competitive markets, talent may receive offers from analytics or tech firms; emphasise your audit team&rsquo;s opportunity to work at the intersection of business, tech and risk.</li>
</ul>
&nbsp;
3. Competitive compensation and roles
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Recognise market salary inflation in IT/data-audit specialists: expect to pay a premium.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Consider flexible resourcing models: part-time, job-sharing, remote/hybrid options may help attract scarce talent who also value flexibility.</li>
<li class="MsoNormal" style="mso-list: l3 level1 lfo5; tab-stops: list 36.0pt;">Use external partners wisely: where full-time hiring is hard, bring in co-sourcing or contractors &ndash; but ensure the role has a path to internalisation.</li>
</ul>
&nbsp;
4. Fast, robust hiring process
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l7 level1 lfo6; tab-stops: list 36.0pt;">Streamline technical assessment: include data-analytics case-study and business-scenario in interviews.</li>
<li class="MsoNormal" style="mso-list: l7 level1 lfo6; tab-stops: list 36.0pt;">Assess all three dimensions: IT/tech fluency, analytics/methodology skills, business-process understanding.</li>
<li class="MsoNormal" style="mso-list: l7 level1 lfo6; tab-stops: list 36.0pt;">Offer clarity on role&rsquo;s business-impact: candidates want to see they will influence operations, not just audit controls.</li>
</ul>
&nbsp;
How to build these skills internally
&nbsp;
Given the scarcity of externally hireable Triple-Threat auditors, organisations should also invest in building capability internally. Here&rsquo;s a five-step approach:
&nbsp;
1. Map current skills and target gaps
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l4 level1 lfo7; tab-stops: list 36.0pt;">Conduct a skills inventory: what percentage of your audit team is comfortable with data analytics? cloud/IT controls? business-process risk?</li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo7; tab-stops: list 36.0pt;">Use maturity frameworks (such as KPMG&rsquo;s technology audit maturity ladder) to assess where your team sits (Foundational, Emerging, Trendsetter) and set target levels. <a href="https://assets.kpmg.com/content/dam/kpmg/vn/pdf/publication/2025/02/global-it-internal-audit-outlook.pdf?utm_source=chatgpt.com" target="_blank" rel="noopener">KPMG Assets</a></li>
</ul>
&nbsp;
2. Develop a learning and progression path
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo8; tab-stops: list 36.0pt;">Create a curriculum: e.g., foundational IT-audit concepts &rarr; data-analytics tools/techniques &rarr; business-process/risk partnering &rarr; emerging tech risk (AI, cloud, blockchain).</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo8; tab-stops: list 36.0pt;">Use certifications and credentials: encourage training in analytics (e.g., SQL, Tableau, Python), IT audit certifications (CISA, CISSP), business risk/ERM frameworks.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo8; tab-stops: list 36.0pt;">Offer rotational or secondment opportunities: embed audit staff in data teams, IT risk, transformation projects so they gain business-tech exposure.</li>
</ul>
&nbsp;
3. Embed analytics into audit methodology
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l5 level1 lfo9; tab-stops: list 36.0pt;">Replace manual sampling with data-driven testing: equip audit teams with tools and access to enterprise data.</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo9; tab-stops: list 36.0pt;">Develop analytics templates and dashboards: make it easier for auditors to apply analytics rather than learn from scratch each time.</li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo9; tab-stops: list 36.0pt;">Cultivate partnerships with data engineering/IT teams: ensure audit has access to data and the technical support needed.</li>
</ul>
&nbsp;
4. Strengthen business-risk partnering
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l6 level1 lfo10; tab-stops: list 36.0pt;">Train auditors in business language: what drives the business? What are the key operational risks? How do technology changes impact the profit model?</li>
<li class="MsoNormal" style="mso-list: l6 level1 lfo10; tab-stops: list 36.0pt;">Embed audit earlier in transformation projects: rather than auditing after the fact, have audit participate in design phase so they understand business context and tech implications.</li>
<li class="MsoNormal" style="mso-list: l6 level1 lfo10; tab-stops: list 36.0pt;">Encourage stakeholder engagement: audit professionals must be able to articulate findings to senior management, not just report compliance issues.</li>
</ul>
&nbsp;
5. Monitor, measure and evolve
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l8 level1 lfo11; tab-stops: list 36.0pt;">Establish KPIs: percent of audits using analytics, number of auditors certified in data/IT skills, time saved through analytics, business-value recommendations made.</li>
<li class="MsoNormal" style="mso-list: l8 level1 lfo11; tab-stops: list 36.0pt;">Use internal maturity assessments periodically: track movement from Foundational &rarr; Emerging &rarr; Trendsetter.</li>
<li class="MsoNormal" style="mso-list: l8 level1 lfo11; tab-stops: list 36.0pt;">Review talent pipeline: identify next-gen audit professionals who show tech/data aptitude and invest in them early.</li>
</ul>
&nbsp;
<h5 class="MsoNormal">Conclusion</h5>
The internal audit profession has reached a crossroads. The demand for auditors who combine IT/tech insight, data-analytics skills and business acumen has never been greater, yet the supply remains constrained. As the data shows, many audit functions are not yet well-prepared to meet the emerging risks from AI, cloud and data governance.
Organisations need to&nbsp;compete for the Triple Threat auditors &ndash; and must additionally build these skills internally, to secure long-term resilience.
At Leonid, we partner with audit leaders and risk functions to help define these skill profiles, benchmark compensation for in-demand roles, and source or develop the talent required to bridge the gap. If you&rsquo;d like a talent-mapping exercise, skills-gap assessment or benchmarking for Internal Audit roles in your sector, we&rsquo;d be delighted to support you.&nbsp; Please contact <a href="mailto:adam@leonid-group.com" target="_blank" rel="noopener">Adam Bond</a> for more information.
&nbsp;

The Triple Threat: Auditors with IT, Data and Business Acumen

As businesses become more complex and regulatory oversight continues to tighten, internal auditors are without a doubt more valuable than ever. Salaries are rising to reflect this shift.&nbsp; However, they do vary widely depending on geography, level, specialisation and industry sector. 
We&rsquo;ll take a quick look at what internal auditors are earning in 2025 in the USA versus key European markets, plus the drivers behind the differences - and what both employers and audit professionals should watch out for.
&nbsp;
<h5 class="MsoNormal">USA: What Internal Auditors Can Expect</h5>
Using recent data from our own placements at Leonid and external market reports, here are typical salary ranges in the U.S. for internal auditors, by level:
Salary benchmarks - USA
<table style="border-collapse: collapse; width: 100%;" border="1"><colgroup><col style="width: 49.9508%;"><col style="width: 49.9508%;"></colgroup>
<tbody>
<tr>
<td>
Level
</td>
<td>Typical Base Salary * (USD)</td>
</tr>
<tr>
<td>Internal Auditor (3-5 years' exp)</td>
<td>$70,000 &ndash; $90,000</td>
</tr>
<tr>
<td>Senior Internal Auditor</td>
<td>$80,000 &ndash; $115,000</td>
</tr>
<tr>
<td>Internal Audit Manager</td>
<td>$125,000 &ndash; $210,000</td>
</tr>
<tr>
<td>Internal Audit Director</td>
<td>$200,000 &ndash; $330,000</td>
</tr>
<tr>
<td>Chief Audit Executive</td>
<td>$260,000 &ndash; $420,000</td>
</tr>
</tbody>
</table>
&nbsp;
*These are approximate base salary ranges and do not include bonuses, equity, or additional benefits, which can significantly affect total compensation.
&nbsp;
Leonid&rsquo;s observations:
<ul>
<li class="MsoNormal">In high cost-of-living / high demand areas (e.g. New York, California), salaries unsurprisingly tend toward the upper ends of the ranges. </li>
<li class="MsoNormal">Firms in regulated industries (financial services, healthcare, energy) often offer premiums (bonus, better benefits) when specific regulatory or technical expertise is required.</li>
<li class="MsoNormal">The gap between junior and senior levels is widening, especially for auditors with in-demand, specific skills (e.g. IT audit, data analytics, cybersecurity). </li>
</ul>
&nbsp;
Europe: What the Market Looks Like
Europe is more fragmented: differences in cost of living, tax regimes, regulation, and even sector maturity mean there&rsquo;s a broader spread. Below are UK benchmarks (often used as a proxy for many Western European markets), plus some observations applicable more broadly.
&nbsp;
Salary benchmarks - UK
<table style="border-collapse: collapse; width: 100%;" border="1"><colgroup><col style="width: 49.9508%;"><col style="width: 49.9508%;"></colgroup>
<tbody>
<tr>
<td>
Level
</td>
<td>Typical Base Salary * (GBP)</td>
</tr>
<tr>
<td>Internal Auditor (3-5 years' exp)</td>
<td>&pound;50,000 - &pound;65,000</td>
</tr>
<tr>
<td>Senior Internal Auditor</td>
<td>&pound;65,000 - &pound;90,000</td>
</tr>
<tr>
<td>Internal Audit Manager</td>
<td>&pound;75,000 - &pound;100,000</td>
</tr>
<tr>
<td>Internal Audit Director</td>
<td>&pound;100,000 - &pound;150,000</td>
</tr>
<tr>
<td>Chief Audit Executive</td>
<td>&pound;150,000 - &pound;300,000</td>
</tr>
</tbody>
</table>
&nbsp;
<h4 class="MsoNormal">Other European Markets</h4>
You can access salary data for a number of key European markets in our <a href="https://www.leonid-group.com/white-paper-reports/global-hiring-guide-2025-audit/" target="_blank" rel="noopener">Audit Global Hiring Guide</a>.
&nbsp;
<ul>
<li class="MsoNormal">As a broad overview, Western / Northern European countries (Germany, Netherlands, Switzerland, Nordics) often have salary ranges broadly similar to UK; sometimes higher, particularly in roles demanding technology audit or heavy regulatory/industry specialisation.</li>
<li class="MsoNormal">Southern &amp; Eastern Europe tend to have lower base salaries due to differing cost of living, though for senior roles or multinational firms the gap narrows.</li>
<li class="MsoNormal">Benefits, bonuses, work-life balance, pension, and other perks often make up a larger portion of total compensation in Europe vs USA, altering the effective comparability.</li>
</ul>
&nbsp;
<h5 class="MsoNormal">Key Drivers of Salary Variance</h5>
Here are the main factors that cause these wide ranges, both within and across geographies:
&nbsp;
Experience / Level of seniority Leadership responsibility, managing teams or audit programs always command higher pay.
&nbsp;
Specialisation IT audit, cybersecurity, ESG assurance, data analytics are increasingly premium skills. Roles requiring this tend to pay more.
&nbsp;
Industry / Sector Highly regulated sectors (finance, healthcare, energy, pharmaceuticals) typically offer higher pay. Also, audit functions that cover cross-border or international regulatory oversight get premiums.
&nbsp;
Location / Cost of Living Salaries in major metro areas (NYC, San Francisco, London, Zurich) differ greatly from smaller cities or regional hubs.
&nbsp;
Company size &amp; complexity Multinational firms or those with global operations typically pay more. Also, audit complexity (e.g. multiple business lines, diversified risk exposure) increases compensation.
&nbsp;
Certifications &amp; Education Certifications like CIA, CISA, CPA, ACCA, etc., plus advanced degrees or relevant technical qualifications, push salaries upward.
&nbsp;
Demand vs supply Talent shortages (especially for tech-adjacent skills in audit) increase bargaining power, thus higher salaries.
&nbsp;
<h5 class="MsoNormal">Implications for Employers &amp; Candidates</h5>
&nbsp;
For Employers
<ul>
<li class="MsoNormal">To attract and retain top audit talent, you&rsquo;ll need competitive compensation, but other factors matter: career progression paths, exposure to interesting work, flexibility and the full benefits package (pension, healthcare, etc).</li>
<li class="MsoNormal">Be aware of what competitors are offering, especially in speciality audit fields (IT, cybersecurity, ESG). Benchmark locally and globally, especially for senior hires.</li>
<li class="MsoNormal">Consider non-salary perks and total compensation (bonus, equity, benefits, remote/hybrid working) which can make a big difference.</li>
</ul>
&nbsp;
For Candidates
<ul>
<li class="MsoNormal">Don&rsquo;t just negotiate base salary; look holistically at total rewards. Sometimes benefits, bonus structure, flexibility and professional development are equally important.</li>
<li class="MsoNormal">Specialise where possible. Skills in technology, regulatory change, auditing tools, ESG, etc can set you apart.</li>
<li class="MsoNormal">Understand regional differences. What looks lower in base salary in one geography may be offset by lower living costs, tax, or better benefits.</li>
</ul>
&nbsp;
<h5 class="MsoNormal">Factors currently impacting internal audit salaries&nbsp;</h5>
&nbsp;
<ul>
<li class="MsoNormal">Technology and Data Analytics Demand: Audit functions are increasingly expected to embed data analytics, continuous auditing, AI tools. This adds to required skills and thus salary premiums.</li>
<li class="MsoNormal">Regulation &amp; ESG: New regulatory regimes, climate-related disclosures, and ESG verification are pushing internal auditors toward more oversight and cross-functional impact. Auditors with ESG/audit overlap are more sought after.</li>
<li class="MsoNormal">Remote / Hybrid Work: Flexibility is becoming part of the value proposition. In locations where remote working is common, salaries are being adjusted (sometimes lower base but better flexibility or bonus).</li>
<li class="MsoNormal">Talent Shortage in Specialisms: IT audit, cybersecurity, privacy risk are skill areas in short supply and candidates in those niches are seeing higher offers and better negotiating power.</li>
</ul>
&nbsp;
<h5>Conclusion</h5>
For employers in 2025, setting salary bands for internal auditors means balancing competitive base pay with meaningful benefits and growth opportunities. It&rsquo;s not just about matching pay, but about positioning roles to attract auditors who can contribute strategically, not just functionally.
For candidates, the opportunity is ripe: those who build specialist skills, stay updated with regulations and technology - and can demonstrate value beyond compliance - will find themselves in strong negotiating positions.
&nbsp;

Salary benchmarks for Internal Auditors in USA and Europe in 2025 

Adam Bond

Client Director, Corporate Governance

James Mitchell

Founder & CEO 

La devise de Leonid : "the right thing not the easy thing" "La bonne chose, pas la chose facile" en français c'est beaucoup moins sympa donc on l'a gardé en anglais. <img src="https://statics.teams.cdn.office.net/evergreen-assets/personal-expressions/v2/assets/emoticons/cool/default/20_f.png?v=v18" alt="Cool" height="20px" width="20px">Ce qui notre distingue, c’est notre approche axée sur le client : nous vous garantissons un niveau de service exceptionnel et nous nous engageons à fournir un processus honnête et personnalisé à vos candidat.e.s. En tant que cabinet spécialisé dans le financement de l’innovation et la gouvernance d'entreprise, nous sommes de véritables experts en la matière.&nbsp;&nbsp;&nbsp;

Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources : c’est une des raisons qui nous permet une telle réactivité !&nbsp;&nbsp;Pourquoi cette méthode ?&nbsp;&nbsp;Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement. Notre objectif : vous connaître au mieux pour vous fournir un service personnalisé et de qualité avec le minimum d’incertitudes.&nbsp;&nbsp;Voici un guide pour vous éclairer sur les avantages de notre approche par rapport au recrutement « traditionnel » au succès : (Link to the retained vs contingency page)&nbsp;

Grâce à Leonid Live - notre plateforme d'entretiens vidéo sur mesure – nous redonnons vie à la candidature. Nous enregistrons de courtes vidéos de présentation avec les candidat.e.s et leur permettons de mettre en avant des aspects relatifs à leurs personnalités et à leurs motivations.&nbsp;&nbsp;

Le Magic Month efface toute incertitude liée au processus de recrutement. Nous fonctionnons avec un calendrier prédéfini et nous avons des étapes claires et précise du jour 1 jusqu’au jour de prise de poste du candidat. Plus aucune inquiétude quant à la durée du processus ! Leonid s’engage à pourvoir tous les rôles sous 30 jours, ce qui est 3 à 4 fois plus rapide que la durée moyenne du marché !&nbsp;&nbsp;

Leonid Group est un cabinet de recrutement spécialisé dans les métiers du financement de l’innovation et de la gouvernance d’entreprise.&nbsp;&nbsp;&nbsp;Basées à Londres, Barcelone et à Paris, nos équipes sont composées de consultants et consultantes expert.e.s de leur domaine et sont animées par le désir d’offrir un meilleur processus de recrutement tant pour leurs client.e.s, que pour les candidat.e.s !&nbsp;&nbsp;Nous avons effectué des placements dans plus de 30 pays différents !&nbsp;<h5> </h5>

We work on a retained search basis. In other words, our clients pay us an up-front fee before we embark on a candidate search.
Why do we do this? We believe that the traditional &lsquo;contingency&rsquo; recruitment model is flawed; paying only once a placement has been made simply does not work in the best interests of the hiring company. Instead, we take a true partnership approach; acting as an extension of our clients&rsquo; own in-house talent acquisition team to deliver exceptional service and the highest levels of candidate care. To understand the benefits of the Leonid approach versus contingency recruiters, we have produced&nbsp;<a href="https://www.leonid-group.com/retained-vs-contingency/" target="_blank" rel="noopener noreferrer">this simple guide</a> to help you understand the differences.

<h2>DISCOVER MORE.</h2>
Why we do what we do and how we are a sustainable business
<a class="primaryBtn inverse" href="/our-values/">Our values and CSR</a>

<h5>&nbsp;</h5>
<h5>Our clients love receiving their LeonidLive shortlists! While the first step in an interview process is usually a screening call, we take this one step further.</h5>
We produce 5-10 minute video interviews with a member of our talent acquisition team (with questions set by you) and these enable you to get an instant feel for a candidate&rsquo;s passion and communication skills &ndash; things which cannot be ascertained from a CV alone.

<h5>&nbsp;</h5>
<h5>Leonid&rsquo;s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h5>
We pledge to complete our mandates within 30 days &ndash; that&rsquo;s around three times faster than the industry average.

<h2>&nbsp;</h2>

<h5>&nbsp;</h5>
<h5>Leonid Group is a specialist recruiter in the Corporate Governance sector - encompassing Compliance, Risk &amp; Audit, Legal, ESG &amp; Sustainability, and Data Privacy &amp; Cyber Security recruitment. </h5>
<h5>We also have a specialist R&amp;D Tax recruitment team.</h5>
We work internationally, and have to date made placements in over 30 different countries. Our offices are based in London, Barcelona and Paris and we have a diverse and highly experienced talent acquisition team who collectively speak 10 languages.

<h2 class="text-center">HERE'S HOW THE APPLICATION PROCESS WORKS.</h2>

<h2>OUR BENEFITS</h2>
<h5>We fully believe that happy and health employees will be more productive.</h5>
That's why, along with a competitive salary, we offer a range of perks and benefits that allow you to take care of your mental and physical health, work-life balance and personal growth. We also give everyone the option of being office-based, home-based or a combination of both.

<h5>&nbsp;</h5>
<h5>Our founder James Mitchell wanted to redefine the recruitment process, and that&rsquo;s why Leonid exists.</h5>
Today, the whole team shares in this mission to deliver a more efficient, personalised, and simply excellent recruitment service to both our clients and our candidates. We do things our own way &mdash; or, as our values state &lsquo;the right way, not the easy way&rsquo; &mdash; which makes us quite different from your average recruitment firm. Purpose comes firmly before profit. Our vibrant team is made up of 11 people who collectively speak 9 languages, based across London, Paris and Barcelona.
<a style="background-color: rgb(255, 255, 255); color: rgb(24, 50, 71);" href="https://cdn.sourceflow.co.uk/nn7eg37wqt4zde18l1al03pa1xo9" target="_blank" rel="noopener noreferrer">Click here to download a copy of our Employer Value Proposition</a>

Nous sommes convaincus que des employé.e.s heureux et en bonne santé sont plus productifs ! C'est pourquoi, en plus d'un salaire compétitif, nous offrons des avantages :&nbsp;&nbsp;- qui contribuent à votre développement personnel;&nbsp;- qui vous permettent de prendre soin de votre santé mentale et physique;&nbsp;- qui vous permettent d’avoir un équilibre vie professionnelle / vieOUS privée.&nbsp;Travailler chez Leonid,c’est AUSSI avoir la possibilité de travailler au bureau, à la maison ou en mode hybride !

James Mitchell a créé Leonid dans le but de redéfinir le processus de recrutement et aujourd'hui, toute l'équipe partage cette mission !Notre objectif : fournir un meilleur service de recrutement qui soit personnalisé, plus efficace, et tout simplement plus humain, tant envers nos clients qu'envers nos candidat.e.s !&nbsp;Nous privilégions “ la solution la plus juste et non la plus simple ‘’ c’est d’ailleurs l’une de nos valeurs et c’est ce qui nous différencie de nombreux cabinets de recrutement.&nbsp;&nbsp;Basées à Londres, Paris et Barcelone, notre équipe est composé de 16 personnes parlant collectivement 10 langues !&nbsp;.

<h2>DIVERSITÉ, ÉQUITÉ ET INCLUSION</h2>Chez Leonid, nous nous soucions de notre planète et des personnes qui l'habitent : cela implique de faire de notre entreprise un lieu de travail diversifié et inclusif.﻿ Nous sommes fier.e.s de la manière dont chacun apporte quelque chose de nouveau à l'entreprise. Les membres de l’équipe Leonid sont encouragés à vraiment être eux-mêmes au travail !&nbsp;Tout le monde est le/la bienvenue au sein de notre équipe, quelque soient ses origines, son identité de genre, son orientation sexuelle, ses croyances religieuses ou son âge. En tant que cabinet de recrutement, nous encourageons nos partenaires et clients à faire de même : nos méthodes sont conçues pour garantir à ce que la diversité et l'inclusion soient prises très au sérieux à chaque étape du processus d'embauche.&nbsp;&nbsp;

On ne change pas une équipe qui gagne !Nous sommes persuadés que notre succès est dû en grande partie à la force de notre esprit d'équipe.&nbsp;Nous partons régulièrement en voyage ; jusqu'à présent, nous avons organisé un séjour d'été à Porto et un événement de Noël à Vienne.&nbsp;&nbsp;Pour en savoir plus sur l'aspect social de la vie à Leonid, rendez-vous ici&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

Notre RSE&nbsp;Chez Leonid, nous tentons de faire la part des choses pour être socialement et écologiquement responsables ! Une partie de nos bénéfices annuels est reversée à la lutte et à la recherche contre le cancer, une cause qui est chère à de nombreux membres de l’équipe. Nous travaillons également avec l'organisation à but non lucratif Tree-Nation pour compenser notre empreinte carbone.&nbsp;

Tous nos postes à pourvoir sont répertorié ici. Si pour le moment, nous n’avons pas de poste qui correspond à vos attentes, mais que la dynamique de Leonid vous a plu, n'hésitez pas à envoyer une candidature spontanée à ruby@leonid-group.com ! 😊&nbsp;

Nous ne sommes pas grands mais nous aimons croire que nous sommes matures !Chez Leonid chacun nous avons à cœur de faire grandir nos équipes pour pouvoir au maximum les Responsabiliser. Si vous êtes positif.ve, assidu.e, aventureux.euse et que vous avez le sens de l'humour, alors vous allez adorer travailler chez nous!&nbsp;&nbsp;<a href="/" rel="noopener noreferrer" target="_blank">Visitez notre page Instagram</a> !

<h2>DIVERSITY, EQUITY AND INCLUSION</h2>
<h5>We care about our planet and the people who inhabit it. And that includes making Leonid a diverse and inclusive workplace.</h5>
We are proud of how each team member adds something new and exciting to the business and we actively encourage everybody to bring their trueselves to work. We want to welcome you to join our team, regardless of your background, gender identity, sexual orientation, religious beliefs, age, or other experiences. We&rsquo;re encouraging other companies to do the same, too &ndash; and our recruitment methods are designed to ensure diversity and inclusion is taken very seriously at each stage of the hiring process.

<h5>A team that plays together, stays together!</h5>
At Leonid, we believe that much of our success is down to the strength of our team spirit. We enjoy regular trips away; so far this has included a summer party in Porto and a Christmas event in Vienna. To find out more about the social side of life at Leonid, click the button below.

<h5>Leonid is passionate about a number of causes and we are committed to being socially and environmentally responsible.</h5>
A proportion of our annual profits are donated to cancer awareness and research, a cause close to the hearts of many of our team. We also work with the non-profit organisation, Tree-Nation, to reduce our carbon footprint.

<h5>&nbsp;</h5>
<h5>Click the button below to view our open roles at Leonid</h5>
However, if we don&rsquo;t currently have anything that&rsquo;s quite right but you like what you see here, then you are welcome to send in a speculative application to <a href="mailto:ruby@leonid-group.com" target="_blank" rel="noopener noreferrer">ruby@leonid-group.com</a>

<h1>CAREERS AT </h1>
<h1>LEONID.</h1>
<h5>Leonid is a special place to work.</h5>
We retain the spirit of a start-up but combine this with a mature attitude &ndash; there&rsquo;s no such thing as micro-management here. You'll love working with us if you're positive, diligent, adventurous&hellip;and have a great sense of fun! To find out more about life at Leonid, please visit our instagram page.
&nbsp;
<a href="https://www.instagram.com/life_at_leonid/?igshid=MzRlODBiNWFlZA%3D%3D" target="_blank" rel="noopener noreferrer">Go to our Instagram page</a>

<h5>Que vous soyez curieux de connaître notre approche unique, que vous ayez envie de discuter avec nous ou que vous souhaitiez voir comment nous travaillons, nous serions ravis d'échanger avec vous ! </h5>

<h1>CONTACT US.</h1>
<h5>&nbsp;</h5>
<h5>Whether you are looking for a job or looking for the next superstar to join your team, then we'd love to hear from you.</h5>
You can complete the form below, or email us on <a href="mailto:info@leonid-group.com">info@leonid-group.com</a>
&nbsp;
Equally, if you just want to find out a bit more about how we work or you're looking to understand the current job market in corporate governance or R&amp;D tax, we're ready to take your call or email!

We realise that the Leonid way of working may be different to what you're used to.So we've compiled a list of some of the most commonly-asked questions about our service.If there's anything we haven't covered here then feel free to get in touch and ask us!

This is a 404 error, which means you've clicked on a bad link or entered an invalid URL.

<h5 class="text-center text-black pt-4">Chez Leonid, nous travaillons un peu différemment. Notre objectif : garantir une expérience client exceptionnelle ! Plutôt que de diffuser des offres d'emploi et d'attendre que les candidat.e.s viennent à nous, nous savons déjà où aller pour trouver les meilleurs profils pour vos équipes.</h5>

Nos clients adorent Leonid Live !Alors que la première étape d'un processus de recrutement est généralement un appel de présélection, nous allons encore plus loin !&nbsp;&nbsp;&nbsp;Un/Une consultant.e de notre équipe programme un entretien vidéo de 5 à 10 minute avec le.la candidat.e auparavant shortlisté en lui posant les questions que VOUS avez prédéfini !&nbsp;&nbsp;&nbsp;Avec Leonid Live vous vous faites en 5 minutes une idée de la personnalité et des compétences de communication des candidat.e.s.&nbsp;<h5> </h5>

Grâce à la méthodologie Magic Month , nous restons transparents tout au long du processus : nous vous informons de chaque progrès réalisé et nous nous engageons à pourvoir tous les postes dans les 30 jours suivant l'instruction. Les chiffres parlent d’eux-même : 98 % de nos mandats ont été menés à bien en respectant ce délai.&nbsp;

<h5 class="text-center text-black pt-4">At Leonid, we work a little differently. Our focus is always on ensuring a great customer experience. Rather than pushing out job ads and waiting for the candidates to come to us, we already know where to go to find the very best people for your team.</h5>

<h5>Our clients love receiving their LeonidLive shortlists! While the first step in an interview process is usually a screening call, we take this one step further.</h5>
We produce 5-10 minute video interviews with a member of our talent acquisition team (with questions set by you) and these enable you to get an instant feel for a candidate&rsquo;s passion and communication skills &ndash; things which cannot be ascertained from a CV alone.

<h5>Leonid&rsquo;s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h5>
We endeavour to complete all our mandates within 30 days &ndash; that&rsquo;s around three times faster than the industry average.

Chez Leonid, nous avons un objectif bien précis&nbsp;: offrir une meilleure expérience de recrutement possible autant pour les candidat.e.s que les entreprises.Notre équipe est composée de consultant.e.s expérimenté.e.s qui partagent cette mission et qui ont à cœur de traiter tout le monde de manière équitable et honnête. C’est pourquoi, vous constaterez que, contrairement à d'autres recruteurs, nous.. :<ul><li>Nous comprenons très bien le secteur dans lequel vous travaillez.</li><li>Nous ne vous «&nbsp;ghosterons&nbsp;» jamais !</li><li>Nous vous tiendrons toujours informé.e.s</li><li>Nous respectons nos engagements&nbsp;!</li></ul>Alors si vous travaillez dans le domaine financement de l’innovation ou dans la gouvernance d'entreprise et que vous souhaitez changer d'emploi aujourd'hui ou peut-être à l'avenir, nous serions ravis d’échanger avec vous&nbsp;!

Lorsque nous présentons une liste de candidats à nos clients, nous le faisons via de courts entretiens vidéo, appelés "LeonidLive".&nbsp;Au cours de cet entretien, l’un ou l’une de nos sympathiques consultant.e.s vous posera des questions préalablement choisies par l’entreprise qui recrute et cet entretien qui est enregistré, sera par la suite envoyé au client.&nbsp;Il ne s'agit pas d'une entrevue axée uniquement sur vos compétences, mais c’est simplement un moyen pour l'entreprise qui embauche d'en savoir un peu plus sur vous, chose qui n’est pas possible quand on envoie uniquement un CV.&nbsp;D'après notre expérience, ces listes de présélection en format vidéo contribuent réellement à accélérer le processus puisqu’elles évitent au client d'organiser des appels de présélection.&nbsp;C'est aussi l'occasion pour vous de briller en montrant à l’entreprise un aperçu de ce que vous pourriez leur apporter&nbsp;!

Nous savons à quel point il peut être frustrant de voir un processus de recrutement s'éterniser. En tant que candidat.e.s, vous souhaitez franchir les étapes le plus rapidement et le plus facilement possible et c’est tout à fait légitime. C’est pourquoi, chez Leonid, nous avons mis en place la méthode du "Magic Month". Nous nous engageons à pourvoir les postes dans les 30 jours suivant l'instruction du client et nous vous tenons informés à chaque étape du processus. Cela élimine toute ambiguïté, car toutes les personnes impliquées - recruteur, candidat et client - savent exactement à quoi s'attendre, et dans quels délais.Pour en savoir plus sur le Magic Month , cliquez ici.

<h5> </h5><h5>En tant que candidat.e.s, en travaillant avec Leonid, attendez vous à une expérience différente !</h5>Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. Cela signifie que vos employeurs potentiels ont confié en exclusivité à Leonid le soin de leur fournir une liste restreinte des meilleures personnes pour les postes à pourvoir.Vous serez donc en contact avec un.e consultant.e dédié.e qui vous garantira un processus court, sans heurts, du feedback dans les moindres délais, et un maximum de transparence !

Chez Leonid, nous avons un objectif bien précis&nbsp;: offrir une meilleure expérience de recrutement possible autant pour les candidat.e.s que les entreprises. Notre équipe est composée de consultant.e.s expérimenté.e.s qui partagent cette mission et qui ont à cœur de traiter tout le monde de manière équitable et honnête. C’est pourquoi, vous constaterez que, contrairement à d'autres recruteurs:<ul><li>Nous comprenons très bien le secteur dans lequel vous travaillez !</li><li>Nous ne vous «&nbsp;ghosterons&nbsp;» jamais&nbsp;!</li><li>Nous vous tiendrons toujours informé.e.s !</li><li>Nous respectons nos engagements&nbsp;!</li></ul>Alors si vous travaillez dans le domaine financement de l’innovation ou dans la gouvernance d'entreprise et que vous souhaitez changer d'emploi aujourd'hui ou peut-être à l'avenir, nous serions ravis d’échanger avec vous&nbsp;!

<h5> </h5><h5>Lorsque nous présentons une liste de candidats à nos clients, nous le faisons via de courts entretiens vidéo, appelés "LeonidLive".</h5>Au cours de cet entretien, l’un ou l’une de nos sympathiques consultant.e.s vous posera des questions préalablement choisies par l’entreprise qui recrute et cet entretien qui est enregistré, sera par la suite envoyé au client. Il ne s'agit pas d'une entrevue axée uniquement sur vos compétences, mais c’est simplement un moyen pour l'entreprise qui embauche d'en savoir un peu plus sur vous, chose qui n’est pas possible quand on envoie uniquement un CV..D'après notre expérience, ces listes de présélection en format vidéo contribuent réellement à accélérer le processus puisqu’elles évitent au client d'organiser des appels de présélection. C'est aussi l'occasion pour vous de briller en montrant à l’entreprise un aperçu de ce que vous pourriez leur apporter&nbsp;!

<h5>Nous savons à quel point il peut être frustrant de voir un processus de recrutement s'éterniser. En tant que candidat.e.s, vous souhaitez franchir les étapes le plus rapidement et le plus facilement possible et c’est tout à fait légitime.</h5>Et c’est pourquoi nous avons mis en place la méthode du "Magic Month". Nous nous engageons à pourvoir les postes dans les 30 jours suivant l'instruction du client et nous vous tenons informés à chaque étape du processus. Cela élimine toute ambiguïté, car toutes les personnes impliquées - recruteur, candidat et client - savent exactement à quoi s'attendre, et dans quels délais.

<h5> </h5><h5>En tant que candidat.e, vous constaterez que votre expérience avec Leonid est très différente de celle des autres recruteurs - mais dans le bon sens du terme ! </h5>Nous travaillons sur la base d’un modèle dit «&nbsp;retained&nbsp;». Ce qui veut dire que vos potentiels employeurs ont confié en exclusivité à Leonid le soin de leur fournir une liste restreinte des meilleur.e.s candidat.e.s pour les postes à pourvoir.Chez Leonid, nous attachons une grande importance au suivi des candidat.e.s. Nous vous tenons informés à chaque étape du processus de recrutement et nous sommes fiers de pouvoir construire des relations durables !

Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources : c’est une des raisons qui nous permet une telle réactivité !&nbsp;&nbsp;<h4>Pourquoi cette méthode ?</h4>Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement. Notre objectif : vous connaître au mieux pour vous fournir un service personnalisé et de qualité avec le minimum d’incertitudes.&nbsp;&nbsp;Voici un guide pour vous éclairer sur les avantages de notre approche par rapport au recrutement « traditionnel » au succès :Pour avoir plus de détails sur nos honoraires, contactez-nous ! 😊&nbsp;&nbsp;

Leonid Group est un cabinet de recrutement spécialisé dans les métiers du financement de l’innovation et de la gouvernance d’entreprise : Nous sommes donc de véritables expert.e.s dans ces deux niches.&nbsp;&nbsp;&nbsp;Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement !Il y a deux aspects chez Leonid qui rendent notre processus de recrutement transparent, efficace et plus agréable : Le Magic Month et Leonid Live !&nbsp;

&nbsp;
We work on a retained search basis. In other words, our clients invest in our service before we embark on a candidate search. There are two further payment stages, the final one is only due once the candidate has successfully completed their probation period with you.
Why do we do this?
We believe that the traditional &lsquo;contingency&rsquo; recruitment model is flawed; paying only one a placement has been made simply does not work in the best interests of the hiring company.&nbsp;Instead, we take a true partnership approach; acting as an extension of our clients&rsquo; own in-house talent acquisition team to deliver exceptional service and the highest levels of candidate care.
To understand the benefits of the Leonid approach versus contingency recruiters, we have produced <a href="https://www.leonid-group.com/retained-vs-contingency/" target="_blank" rel="noopener noreferrer">this simple guide</a> to help you understand the differences.
For more details on our fees, please contact us for further information.

&nbsp;
We specialise in Corporate Governance and R&amp;D tax recruitment and this niche focus enables us to be true subject matter experts.
We take a true partnership approach and work as an extension of our clients&rsquo; in-house teams. We work on a retained search basis only - more detail on this can be found futher down the page.
What&rsquo;s more, we offer two services as standard which make the recruitment process faster, smoother and more enjoyable for everyone involved:

Avec Leonid Live - notre plateforme d'entretiens vidéo sur mesure – nous redonnons vie à la candidature. Nous enregistrons de courtes vidéos de présentation avec les candidat.e.s et leur permettons de mettre en avant des aspects relatifs à leurs personnalitéset à leurs motivations.&nbsp;Très pratique quand on n’a pas le temps d’organiser un nombre incalculable d’entretien !

<h2>GAGNEZ DU TEMPS AVEC LEONIDLIVE</h2>

C’est très simple : nous réalisons une vidéo de 5 minutes avec les candidat.e.s&nbsp;retenu.e.s pour votre poste - chacun d'entre eux ayant été présélectionné.e.s par votre responsable chargé de recrutement.&nbsp;&nbsp;&nbsp;Dès le 15e jour, la liste des candidats shortlister vous ai envoyé par mail pour que vous puissiez faire passer un entretien aux candidat.e.s retenu.e.s et,enfin, proposer une offre !&nbsp;Vous souhaitez regarder une démo de LeonidLive ? Cliquez-ici ,saisissez votre adresse électronique et entrez le mot de passe suivant :&nbsp;"Leonid2023"

<h5>The LeonidLive video interview platform is a technologically advanced screening process. It gives you deeper insight into aspects of each candidate which you cannot pick up from a CV alone.</h5><h5> </h5>You can assess a candidate's personality, communication skills and cultural fit in order to make an informed decision.LeonidLive saves you hours of time and effort with each hire.

<h1>SAVE HOURS ON THE SCREENING STAGE WITH LeonidLive.</h1>

<h5>We conduct three 5-minute videos of our shortlisted candidates, each of whom has been pre-qualified by your Talent Acquisition Manager, specifically for your role.</h5>This shortlist is sent to your inbox by day 15 of the process, so you can interview your favourites and ultimately make your offer. To view a demo, please <a href="https://meet.odro.co.uk/leonidgroup/talent-dashboard/60a2b3f112f1cf1f04dfb6bc" rel="noopener noreferrer" target="_blank">click here</a> and enter your email address, along with the password ‘Leonid2023’.

<div class="text-center"><h5>En juin 2022, nous nous sommes rendus dans la ville ensoleillée de Porto et en décembre, nous avons découvert la magie des marchés de Noël à Vienne !</h5>Au-delà de ça, nous organisons régulièrement des teambuilding en tout genre : De la peinture, des bikes-tour et même des ateliers de cuisine ! (Et oui, nos équipes ont du talent !)Bien plus que de simples collègues de travail, nous sommes une véritable famille : voici quelques photos de nos derniers événements organisé ensemble pour vous donner un avant-goût de ce à quoi ressemble la vie chez Leonid!</div>

ON NE CHANGE PAS UNE ÉQUIPE QUI GAGNE ! Bien que nous soyons dispersés à travers l'Europe, nous restons une équipe très soudée !&nbsp;Même si nous organisons des appels vidéo tous ensemble, rien ne remplace les réunions en présentiel. C’est pourquoi, nous faisons en sorte de tous nous rassembler au moins une fois par trimestre !&nbsp;&nbsp;Et nous ne faisons pas les choses à moitié ! À chaque meet-up, une nouvelle destination nous attend...&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

<h1>LIFE AT </h1><h1>LEONID.</h1><h5>A team that plays together, stays together</h5>Although we are geographically dispersed across Europe, we remain a close-knit team. We use video calls on a daily basis to connect with colleagues, but there really is no substitute for in-person gatherings, so we make sure these take place once per quarter. For at least one of these meetings in a year, it will be somewhere special.

<div class="text-center"><h5>In June 2022, we went to sunny Porto and in December 2022, we experienced the magic of the Christmas markets in Vienna.</h5>In addition, we regularly go out as a team and often combine this with an activity, such as painting or pizza-making! Here are a few photos from recent events to give you a taster of what life at Leonid is like, once the laptops are closed!</div>

<h2 class="text-center">THE MAGIC MONTH TIMEFRAME.</h2>

98% de taux de réussite – un délai prédéfini de 30 jours – un gain de temps moyen de 10 heures par entretien !&nbsp;&nbsp;Le Magic Month de Leonid rend le processus de recrutement incroyablement efficace et transparent ! 98% de nos mandats sont complétés sous 30 jours, ce qui est 3 à 4 fois plus rapide que la durée moyenne du marché !&nbsp;&nbsp;

<h3>Leonid’s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h3>We set clear deliverables every seven days which makes us, the recruiter, fully accountable for a smooth and speedy process.We pledge to complete all of our mandates within 30 days - that’s around three times faster than the industry average.Naturally, this is dependent on both the client and candidates delivering their feedback in a timely manner, but we find on average that 9 out of 10 roles are successfully filled within the Magic Month.

<h2>OUR CLIENTS LOVE MAGIC MONTH!</h2><h2>HERE'S WHAT THEY HAVE TO SAY:</h2>

<h2>DÉCOUVREZ L'ÉQUIPE LEONID</h2>Derrière Leonid se cache une équipe de consultant.e expérimenté.e et multiculturelle où chacun apporte ses compétences et son expérience unique !&nbsp;Tous porté par une mission commune, nous veillons à vous offrir une expérience client de qualité tout en mettant en œuvre les valeurs fondamentales de Leonid.&nbsp;

<h3>RENCONTREZ NOTRE ÉQUIPE</h3>Derrière Leonid se cache une équipe de consultant.e.s expérimenté.e.s et multiculturelle où chacun apporte ses compétences et son expérience unique !&nbsp;Tous portés par une mission commune, nous veillons à vous offrir une expérience client de qualité tout en mettant en œuvre les valeurs fondamentales de Leonid.&nbsp;

<h5>&nbsp;</h5>
<h5>We are a very international bunch here at Leonid, with everyone bringing their own unique skills and experience combined with a shared mission to live out Leonid&rsquo;s core values.</h5>
You can find out a bit more about us here!

<h3>Leonid was founded out of a desire to redefine the recruitment process.</h3>
After spending over a decade in the industry, our founder James Mitchell had become disillusioned with the traditional recruitment model and decided to take action.
Armed with only his solid experience, his drive and a MacBook gifted by his father to support the cause, James set off on a mission to help organisations by improving their experiences of hiring team members.
Today, James continues to head up the company, alongside a passionate team who support Leonid&rsquo;s mission.&nbsp;Unlike other recruiters, our team don't work to hard financial targets. Instead, we focus on building long-lasting relationships and act as an extension of in-house talent acquisition teams.
Check out our short video here to learn the story of Leonid in James's own words.
<h2>&nbsp;</h2>

James Mitchell créé Leonid Group en 2018. Fort d’une expérience de plus de 10 ans en cabinet de recrutement il est animé par la volonté de développer un service plus humain.&nbsp;&nbsp;C’est alors armé de sa passion et du Macbook que son père lui offre qu’il se lance dans une nouvelle mission : offrir à ses client.e.s un processus de recrutement plus efficace, plus juste et plus agréable !&nbsp;Entouré d’une équipe passionnée, James continue aujourd’hui de porter la mission de Leonid !&nbsp;&nbsp;Découvrez le parcours de Leonid juste ici.

<h1>NOTRE HISTOIRE.</h1>

<h2>CORPORATE SOCIAL RESPONSIBILITY.</h2>
Leonid is passionate about a number of causes and is committed to being socially and environmentally responsible.

<h2>BENEFITS OF RETAINED RECRUITMENT</h2>

Contingency recruitment essentially means ‘no placement, no fee’. A recruiter is tasked with filling a role but chances are, they may not be working exclusively on it, and if they don’t succeed in filling the role, then their work goes unrewarded and they move on to the next job.

Le recrutement au succès équivaut à : « pas de placement, pas d’honoraires ».&nbsp;Vous travaillez avec un.e consultant.e dont le travail ne sera pas rémunéré s’il ne trouve pas de candidat.e adéquat.e et qui n’a en plus de cela certainement pas d’exclusivité sur le poste.

Lorsque que l’on travaille sur le modèle “retained” le.a consultant.e en recrutement facture une partie des honoraires en amont du process : c’est la garantie que son travail sera (au moins en partie rémunéré) et la garantie pour vous qu’il ou qu’elle aura la capacité d’investir des moyens plus conséquents !

<h2>DRAWBACKS OF CONTINGENCY RECRUITMENT</h2>

<h2>QUELLES SONT LES DIFFÉRENCES?</h2>Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources&nbsp;: c’est une des raisons qui nous permet une telle réactivité&nbsp;! Et ça fonctionne très bien : nous avons un taux de réussite de 98%, d’excellents retours et un grand nombre de clients réguliers opérant dans les secteurs du financement de l’innovation et de la gouvernance d'entreprise.&nbsp;&nbsp;Pour les entreprises qui ont l’habitude de travailler avec des cabinets spécialisés dans le recrutement à succès, le modèle ‘’retained’’ peut paraitre un peu déroutant, mais pas d’inquiétude&nbsp;: voici une vue d’ensemble des avantages et inconvénients du recrutement à succès et du recrutement dit “retained”.

When working to a retained model, the recruiter collects a partial fee from clients before the recruitment process begins.The remainder of the fee is paid upon successful placement of the candidate. The agency will work on an exclusive basis meaning they are the only ones working on the role.

<h2>WHAT ARE THE DIFFERENCES</h2><h2> OF EACH APPROACH?</h2>At Leonid, we work on a retained model, regardless of the role seniority. This means we do take a fee up front, before we begin the search for your perfect candidate.We believe this works very well; we have a 98% success rate, excellent feedback and lots of repeat custom from companies in the corporate governance and R&amp;D tax sectors. However, we understand that for hiring companies, it can be a bit of a leap at first, particularly for those who are used to working with contingency recruiters as the norm.

<h5>Que vous soyez curieux de découvrir nos expertises ou souhaitiez en savoir plus sur notre méthodologie, nous attendons votre message. Ecrivez nous!&nbsp;</h5>

<h1>SUBMIT A JOB BRIEF.</h1><h5>If you're looking to hire in R&amp;D tax or corporate governance, we can find you the best people for your open roles. We work with all experience levels and across all geographies. If you have a specific role in mind, then please enter some details below and we'll be in touch!</h5>

<h1 className='h2 text-white'>UPLOAD CV </h1>

<h5>In today's fast-paced and data-driven environment, prioritising internal audit and data analytics has become paramount for companies seeking sustainable growth and competitive advantage.</h5> Internal audit ensures that an organisation's internal controls, risk management, and governance processes are effective, helping to identify and mitigate potential risks and fraud. Concurrently, data analytics empowers companies to unlock valuable insights from vast amounts of data, enabling informed decision-making, optimising operations, and enhancing overall performance.

<h6 class="MsoNormal">We specialise in sourcing high-calibre talent for internal corporate finance roles.</h6>
Working with clients ranging from FTSE 100 companies to SMEs and rapidly scaling start-ups, Leonid has developed partnerships with leading organisations across the world.
From Finance Business Partners and Financial Controllers through to Chief Financial Officers, we connect companies with candidates who drive strategic decision-making and deliver long-term value.&nbsp;

Nous comptons au sein de notre département Gouvernance d’entreprise plus de dix ans d’expérience en recrutement de profils spécialisés. Vous recrutez des directeurs juridiques, développez vos équipes d’audit, de management du risque ou d’éthique et de conformité ; nous sommes à vos côtés !Notre équipe multilingue vous propose de devenir une véritable extension de votre business, de vous fournir des données sur le marché des candidats, de vous conseiller quant à la gestion des talents et la segmentation des postes et de vous aider à identifier des opportunités de croissance et à développer votre marque employeur.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

<h5>Leonid&rsquo;s Corporate Governance division has more than a decade of recruitment experience across all sub-sectors of corporate governance.</h5>
<h5>&nbsp;</h5>
We have specialist recruitment teams covering the following areas: Ethics, Trade &amp; Compliance, Human Rights, ESG, &amp; Sustainability, Internal Audit &amp; Risk, In-house Legal, and Data Privacy &amp; Cyber Security. Our talent acquisition team are experts in their respective fields and partner with clients who operate in a wide range of industries across the globe, including commerce, energy and commodities, pharmaceuticals, manufacturing, chemicals, technology, and not-for-profit.
Please note that not all of our roles are advertised, as we fill many directly via our candidate networks. Feel free to <a href="https://www.leonid-group.com/contact-us/" target="_blank" rel="noopener noreferrer">contact us</a> if you would like to discuss other opportunities.
We work very much as an extension of our clients&rsquo; businesses; we consult on talent acquisition strategy, advise on talent management and role segmentation, identify growth opportunities and nurture their employer brand. For more detail on each of our sub-sectors, head this way:

<h2 class="text-center">WHERE WE WORK.</h2> Our multilingual talent acquisition managers work with employers around the world.

<h5>As digital transformation has rapidly accelerated over the last twenty years, so too has the mandate for specialised talent in data privacy. For organisations of any size, the focus on privacy compliance is non-negotiable. This evolving landscape requires professionals who are not only adept at protecting businesses from data breaches - stemming from both internal and external threats - but also skilled in navigating the complex terrain of privacy regulations.</h5>
&nbsp;
Our mission is to meet this critical demand by connecting your business with the very best in data privacy talent, individuals who embody the advanced skill sets necessary to navigate and fortify the digital and regulatory frontiers.&nbsp; Our specialist Data Privacy recruitment team can help protect your business by sourcing the very best talent, globally. Recent placements Chief Privacy Officer (CPO), Lead Privacy Counsel &amp; Head of IAM.

<h5>Human Rights, ESG &amp; Sustainability has become a necessity for businesses globally – with new regulations, such as CSRD, SASB and LkSG influencing the way businesses act and report on their activities and responsibilities.</h5> <h5>Leonid has emerged as an experienced partner with employers competing to secure the best talent in a very new labour market.</h5>

<h5>As companies and supply chains worldwide become increasingly complex and government enforcement of sanctions &amp; FCPA laws continue, the need for outstanding compliance professionals has never been greater.</h5> At Leonid, we work with businesses across a wide range of industry sectors, successfully filling roles from analyst through to Chief Compliance Officer. We work with companies across the globe, including UK &amp; Europe, USA, the Middle East and Asia.&nbsp;We draw upon our extensive personal networks and a dedicated in-house resourcing team to find the very best talent across ethics, trade and compliance.&nbsp;

<h5 class="py-3 text-white">Our specialist forensics, investigations &amp; disputes recruitment team helps organisations build the expertise they need to manage financial misconduct, regulatory scrutiny and contentious matters. From uncovering fraud and corruption, to quantifying damages in litigation and arbitration and leading regulatory and corporate investigations, having the right talent in place is critical. &nbsp;</h5>
We partner with Big Four firms, boutique forensic consultancies, law firms and multinational corporates to recruit across all levels of experience. Candidates in this space combine strong accounting fundamentals with analytical rigour, problem-solving skills and the ability to operate with integrity under pressure. &nbsp;Whether you are expanding your forensic accounting practice, building out a disputes team, or hiring investigators to respond to regulatory change, we provide access to a proven network of professionals who can deliver clarity and confidence in the most complex situations.

<h5>In an era marked by evolving regulatory landscapes and heightened concerns over data privacy, companies must prioritise building a strong Legal team and Data Privacy team to navigate the complexities of today's business environment.</h5> By investing in a strong legal and data privacy team, companies can proactively protect their reputation, minimise legal liabilities, and demonstrate a commitment to responsible data handling practices, ultimately fostering sustainable growth and long-term success. To find the best lawyers and data privacy professionals requires a considerable investment of time and Leonid’s Magic Month model is best placed for this.

<h5 className="py-3"> We are a very international bunch here at Leonid </h5> With everyone bringing their own unique skills and experience combined with a shared mission to live out Leonid’s core values. You can find out a bit more about us here!

Leonid est l’unique cabinet international spécialisé dans les métiers du financement de l’innovation (CIR/CII/JEI, aides et subventions et financements européens).Grâce à nos connaissances de niche, nos expert.e.s en la matière ont développé un vaste réseau&nbsp;de contact et ont une longueur d’avance sur ce qui se passe sur le marché.&nbsp;&nbsp;Chez Leonid, nous aspirons à ce que nos consultant.e.s multilingues soient considéré.e.s comme une réelle extension de votre équipe recrutement.&nbsp;Bien plus que de simples recruteurs, nous sommes là pour vous conseiller et vous fournir toutes les ressources nécessaires pour vous aider à former vos équipes de manière optimale tout en gardant un œil ouvert sur toutes opportunité d’expansion !&nbsp;

<h5>Leonid is widely regarded as the industry leader in the R&amp;D tax recruitment niche.</h5><h5> </h5>Leonid’s R&amp;D Incentives Team are subject matter experts, having built up specialist knowledge and an extensive network of contacts from across the R&amp;D tax and grant funding industries.Our team of multi-lingual talent acquisition managers become an extension of our clients business – and we do so much more than simply recruit. We provide candidate market insight reports, advise on talent management and role segmentation, identify growth opportunities and nurture your employer brand.

<h2 class="text-center">WHERE WE WORK.</h2> Our multilingual talent acquisition managers work with employers around the world.

<h5>In an increasingly complex and uncertain business landscape, companies need to prioritise building a strong risk team to effectively manage and mitigate potential threats.</h5> A robust risk team brings together expertise in risk assessment, analysis, and mitigation strategies, enabling companies to proactively identify and address potential risks that could impact their operations, reputation, and financial stability. When recruiting Risk professionals, it is important to truly understand the differentiations between risk profiles to make sure the best candidates are being highlighted and we can do this.

In today's fast-paced and data-driven environment, prioritising internal audit and risk management has become paramount for companies seeking sustainable growth and competitive advantage.

Les m&eacute;tiers et le secteur de l&rsquo;audit (data analytics, IT, forensics &amp; operations) &eacute;tant en constante &eacute;volution, nous suivons en continu son actualit&eacute; pour permettre &agrave; nos clients de relever de la meilleure mani&egrave;re leurs d&eacute;fis li&eacute;s au recrutement.&nbsp;

AUDIT.

Alors que les entreprises mondiales et les chaînes d'approvisionnement deviennent de plus en plus complexes, le besoin de des professionnels de la conformité exceptionnels n'ont jamais été aussi grands

VOTRE INTERLOCUTEUR PRINCIPAL.

NOTRE PERSPECTIVE SUR LE AUDIT.