TO ORGANiCALLY GROW EXISTING AND NEW TEAMS, OFFICES, DISCIPLNES AND COUNTRIES WiTH A CONSISTENT TEAM AND MERITOCRATIC CULTURE

Culture

Clear on Brand

(click for bigger image)
  • No acquisitions, one IT platform, one culture, one remuneration strategy
  • Consistent recruitment, training, development to ensure consistent quality of fee earners
  • Consistent brand strategy
  • Organic growth, home-grown Directors/MD's run all disciplines/countries
  • Strategic and measured investment in downturns has maximised growth in upturns


Deep in experience

     
Senior Operational Management No. Average Tenure in MP
Executive Board 5 20 years
Regional Managing Directors 11 14 years
Managing Directors 37 12 years
Directors 138 8 years
191 Ave c.10 years
No. of Current Directors (click for bigger image)
  • 100% RMDs/Executive Directors joined before 2000
  • 38% RMDs/Executive Directors joined before 1990
  • Directors experienced in managing upturns and downturns
  • Strength of working relationships improves communication
  • Hired and trained in one culture
  • >50% remuneration linked to Group profit
  • MDs receive LTIP, Directors share options


Flexible with Headcount

  • c900 teams worldwide, typically a Manager and three Consultants
  • Manager has full P&L responsibility for team
  • Significant share of profit each quarter allocated to team as bonus
  • Individual bonuses allocated after performance appraisal, based on contribution and value to team
  • New consultant hired, costs rise ~20%, consultant lost, costs fall ~20%
  • Teams in bull market maximise potential from existing members before hiring after Director authority
  • Teams in bear market ensure they reward, using bonus, to retain strongest /lose weakest


Headcount