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< Back UK to drop "right to switch" off David T. LinkedIn Facebook X (Twitter) Pinterest WhatsApp Copy link 2 Mar 2025 Ministers expected to drop right to "switch off" as a concession to business concern over new employment rights. It was expected the UK would follow the law in France which agreed in 2017 to end the “always on” culture by making it illegal for employers to expect their workers to be contactable outside designated work hours in order to protect family and personal time. It did not appear in the Employment Bill which is currently making its way through Parliament, but there were promises from ministers it would emerge in future. A government source told The Sunday Times: “The right to switch off is dead. We have to lower business compliance costs as much as possible. Ministers are said to be making the change in a bid to boost business confidence, after the Budget placed extra costs on employers in the form of the national insurance contributions hike. The Government source added: “Growth that puts money in people’s pockets is the number one priority of this Government’s plan for change. “That means making Britain the best country in the world to do business and a key part of that is removing unnecessary barriers.” Previous Next

< Back The £50 Billion Blind Spot: Why the UK Budget Ignores the AI Revolution About to Transform Work David T LinkedIn Facebook X (Twitter) Pinterest WhatsApp Copy link 17 Oct 2025 The government is simultaneously betting big on AI transformation while making 5-year fiscal plans based on pre-AI labour market assumptions. As Chancellor Rachel Reeves prepares tax rises and employment reforms, her fiscal plans appear oblivious to the workforce disruption already underway. It's like planning a budget for horse-drawn carriages in 1905. On November 26, Chancellor Rachel Reeves will stand before Parliament to deliver her second budget, announcing what experts predict will be approximately £30 billion in tax increases. The Office for Budget Responsibility will publish detailed forecasts about productivity, employment costs, and economic growth through 2029. And nowhere in these meticulously calculated spreadsheets will you find serious consideration of the technological revolution that could render many of their assumptions obsolete before the ink is dry. While the Treasury agonizes over the Employment Rights Bill's "probably net negative economic impacts" and an expected £20 billion impact from the OBR's productivity downgrade, an elephant is quietly entering the room: agentic artificial intelligence. (AGI). The Revolution Already Underway This isn't science fiction or distant speculation. The government's own AI Opportunities Action Plan acknowledges that "we will very soon see agentic systems - systems that can be given an objective, then reason, plan and act to achieve it." These aren't chatbots that answer questions, they're autonomous systems that can manage complex workflows, make decisions, and execute tasks that currently employ millions. The numbers are staggering. Research surveying 200 global HR executives found that AI agent adoption is expected to jump 327% over the next two years, leading to productivity gains of 30% and labour cost reductions of 19%, equivalent to $11,064 per employee. More significantly, these executives expect to redeploy nearly a quarter of their workforce to new roles as agentic AI is implemented. Let that sink in. One in four workers reassigned within two years! The Policy Disconnect Here's where it gets surreal. The same government simultaneously pursuing aggressive AI adoption is making multi-year fiscal plans as if the workplace of 2029 will look fundamentally similar to today's. Chancellor Reeves has announced plans to cut 10,000 civil service jobs, explicitly stating that AI and automation would fill these gaps. Yet the OBR's forecasts driving the £30 billion tax rise are based on traditional employment models, downgrading productivity assumptions while ignoring AI's potential to reverse decades of stagnation. The Employment Rights Bill exemplifies this disconnect perfectly. The government's impact assessment estimates the bill could cost businesses between £0.9-£5 billion annually —calculations based on current employment structures. But what happens when large swathes of those jobs fundamentally transform or disappear? The government is essentially legislating protections for yesterday's workplace while tomorrow's is already taking shape. The OBR acknowledged it hasn't incorporated the Employment Rights Bill into forecasts because "there is not yet sufficient detail or clarity about the final policy parameters." If they can't model a piece of legislation working through Parliament, how are they supposed to account for the most disruptive technological shift since the internet? The Fiscal Time Bomb The implications for public finances are profound and multifaceted: Tax Revenue Volatility: If AI drives workforce restructuring at the scale predicted, income tax and National Insurance contributions (which together comprise over 40% of tax revenue) could fluctuate wildly. The government is planning tax policy for an employment landscape that just may not exist. Welfare System Stress: While 88% of HR chiefs believe redeployment is more cost-effective than external hiring, this transition won't be seamless. Unemployment spikes, demands for retraining programs, and pressure on the welfare system could dwarf current projections. The Productivity Paradox: The OBR is downgrading productivity forecasts by 0.2 percentage points, requiring £20 billion in tax rises. Yet agentic AI promises the kind of productivity revolution that could make these assumptions laughably pessimistic or render them irrelevant if the gains don't translate to broad-based employment. Business Investment Mismatch: Companies are being asked to absorb billions in new employment costs just as they're contemplating massive investments in AI that could transform their workforce needs. This creates perverse incentives to accelerate automation rather than invest in human capital. Not For Want of Awareness This isn't a case of policymakers being unaware. The UK has positioned itself as an AI leader with the AI Safety Institute and "a proportionate, flexible regulatory approach." The government created a £3.25 billion Transformation Fund and allocated £42 million to Frontier AI Exemplars. The rhetoric is there. What's missing is integration. The AI strategy exists in one silo, employment policy in another, and fiscal planning in a third. It's as if the Treasury, the Department for Science and Technology, and the OBR are working in parallel universes that never intersect. The Questions Nobody's Asking As Reeves prepares her budget statement, Parliament should be demanding answers to questions that aren't even being posed: What are the fiscal scenarios if 20-30% of jobs transform by 2029? How do employment tax projections change under different AI adoption rates? What's the breakeven point where AI productivity gains offset employment tax revenue losses? Should fiscal policy actively shape AI adoption speed, or just react to it? What's the plan for funding large-scale workforce transitions? Research shows that 73% of employees remain unaware of how AI agents will impact their work. It appears the OBR may be in similar territory. A Budget for Yesterday The November budget will likely be remembered for its tax rises, spending cuts, and the political battles over who bears the burden. But the real story may be what it doesn't contain: any serious reckoning with the transformation already underway. The Treasury is working to fill a £30-50 billion fiscal hole using assumptions about work, productivity, and employment that may be obsolete within this parliamentary term. It's fiscal planning for the world of 2020 when we're hurtling toward 2030. History suggests that governments usually realize they've missed major technological shifts only in hindsight, after the jobs have disappeared, after the social disruption has occurred, after the fiscal assumptions have collapsed. The information is available now. The research exists. The trajectory is clear. The question is whether anyone in the Treasury is actually reading it? As the Chancellor rises to deliver her budget on November 26, she'll present detailed forecasts extending to 2029. Those forecasts will be precise, carefully modelled, and potentially built on a foundation of sand. The biggest fiscal risk facing the UK might not be productivity downgrades or employment legislation. It might be the revolution nobody's putting in the spreadsheet. Previous Next

Partner with Stirling Hunter for your executive career. Explore senior leadership opportunities and get expert guidance on your next career move. Your Career Our aim when working with you is to offer discreet and meaningful advice to help align your personal career aspirations to the right companies at the right time. By working with Stirling Hunter, you can expect nothing less than total confidentiality in all our discussions until you permit us to contact a client on your behalf regarding one of our executive recruitment projects. When invited to meet a client, we provide you with a comprehensive briefing covering key facts relating to the role, the organisation, its culture and ethos as well as details on the key personnel and the expectations of you every meeting. Our relationship does not begin or end with a successful job search. We are on hand to act as sounding board and confidant on a variety of issues such as the executive job market, salary and leadership trends for your sector, preparation of your resume, interview techniques and market intelligence. Opportunities Please browse our our publicly advertised roles. We also work on a number of unadvertised positions, so welcome speculative enquiries. To submit your CV for general consideration, please get in touch through the form on our Contact Us page. Please continue to check our website over the coming months and apply for any position(s) that are of interest to you using our online application system. View Opportunities Career Sentry It's never a bad time to prepare for a future layoff, job change, or even promotion. Career Sentry from Stirling Hunter is the personal career management service for executives and professionals. Career Sentry provides ongoing confidential and impartial support to executives with their personal career plans and maintains a state of readiness for any career or job shift, not just during times of career uncertainty. That's the best thing insurance can possibly offer. Each Career Sentry plan is unique to you and designed to help you perform, develop, grow, and succeed. Get in touch Coaching & Development Stirling Hunter offers tailored one-to-one coaching on a highly confidential basis to help remove the obstacles that stand in the way of your professional career moving forward. We want you to thrive and flourish. Our coaches not only help you create a more positive, more productive, and more profitable workplace, we help you to see how to become a better you in all aspects of your life. Get in touch Work For Us Whether you’re a graduate at the start of your career, a seasoned executive or professional we are always looking to recruit talented people. If you’re driven and ambitious we’d like to hear from you and discuss your career. With us, anything’s possible. Get in touch

< Back The New Actuarial Talent Landscape in 2025 LinkedIn Facebook X (Twitter) Pinterest WhatsApp Copy link 7 May 2025 AI is Reshaping What Firms Want After near 30 years of placing actuaries and pension professionals, I've developed a pretty good nose for industry shifts. But the changes I'm seeing now with AI? They're unprecedented. Last month, a longstanding client called to adjust a search I was about to start for them. "David," they said, "that Head of Valuation role we discussed? We need to rewrite it completely. We don't just need someone who can run the models anymore—we need someone who can tell us which models to trust and why." This conversation isn't unique. It's happening across my client base. What firms are really looking for now? Let me be direct: the skills that guaranteed a successful actuarial career for the past three decades are no longer sufficient. The market is transforming before our eyes. When I started in this business in the early 90s, technical mastery of actuarial science was the golden ticket. Now? It's necessary but nowhere near enough. My most successful placements over the past 18 months have all demonstrated something beyond technical excellence. They bring: Technological discernment – not just using AI tools but knowing their limitations. Business translation skills – explaining complex actuarial concepts to non-technical executives. Strategic insight – moving beyond calculation to consultation. One insurance CEO put it bluntly during a search intake call: "David, I don't need more people to feed data into systems. I need people who can tell me what the output actually means for our business." The Mid-Career Squeeze If there's one group I'm genuinely concerned about, it's mid-career actuaries with 10-15 years of experience. Many built their careers on technical expertise that's increasingly being automated. Last quarter, I had several highly qualified candidates in this bracket who I struggled to shortlist for any of my live projects. All had impeccable technical credentials. All had been caught flat-footed by how quickly the market shifted. I suggested they should reposition themselves for other roles by highlighting projects where they had influenced business decisions, not just provided the calculations behind them. The Surprising Winners Here's something that might surprise you: some of the most sought-after candidates I am aware of aren't the ones with the most designations after their names. I recently placed a Fellow with just six years of experience into a role that would typically require 12+ years, simply because she had led an AI implementation project and could speak the language of both actuarial science and data science. Another candidate, who had taken a two-year detour into a customer-facing role that many considered a career misstep, is now being fought over by three firms precisely because of his communication skills and business understanding. The New Career Playbook Based on what I'm seeing in successful placements, here's my advice for actuarial professionals at any career stage: Get hands-on with AI tools – Not to become a developer, but to understand their real capabilities and limitations. Build your business acumen – Volunteer for projects that expose you to the commercial side of decisions. Develop a specialization beyond calculation – Whether it's communication, change management, or regulatory insight. Document your judgment calls – Keep track of times when your professional intuition caught something the models missed. What About Entry-Level? I get this question constantly from worried parents and students: "Is it still worth pursuing an actuarial career with AI taking over?" My answer is yes, but with caveats. The traditional entry path of endless exam-taking while doing rote calculations is narrowing. The new path requires earlier business exposure and greater technological adaptability. Several forward-thinking firms have revamped their graduate programs. One major consultancy has created a dual-track system where new actuaries rotate between traditional teams and their innovation lab, explicitly to build this hybrid skill set. The Hiring Reality Let me share some hard numbers from my own business: Searches for traditional actuarial roles with primarily technical requirements are down 44% over the past two years. Searches for hybrid roles requiring actuarial knowledge plus data science or business skills are up 92%. The average time-to-fill for specialist AI-savvy actuaries has increased from 7 weeks to 16 weeks due to demand. The firms that still view actuarial talent as purely technical resources are finding themselves with increasingly sophisticated tools but insufficient human capability to leverage them strategically. A Word on Compensation Follow the money, as they say. The salary premiums I'm seeing for actuaries who can bridge the technical-strategic divide are substantial, often 40-50% above their technically focused peers at the same experience level. One client recently authorised a compensation package 70% above their original budget for a candidate who demonstrated both strong actuarial foundations and the ability to shape business strategy using AI-enhanced insights. The Future I See? After three decades watching this profession evolve, I remain fundamentally optimistic. Actuaries have always been adaptable; it's built into the profession's DNA to assess and adjust to changing risk landscapes. The actuaries and pension professionals who thrive in the coming decade won't be those fighting against AI advancements. They'll be the ones who recognize that the real value of actuarial thinking was never in the calculation itself, but in the judgment surrounding it. As one of my most successful placed candidates recently told me: "The machines can have the spreadsheets. I'll take the boardroom." David Tuscarny is the Founder and Client Partner of Stirling Hunter a boutique executive search and HR consulting firm, David’s has been specialising in actuarial, risk and asset management placements since 1997. Previous Next

Stirling Hunter page for listing of our current executive opportunities we are managing for clients. Executive Opportunities - Finding your next role. Due to the confidential nature of some executive search assignments, Stirling Hunter does not display all client opportunities on our website. If you want to get in touch without applying for a specific position, please send us a message via our Contact Us page. We carefully review every CV received and will confirm upload of your information via email and add your data to our candidate database. Our search consultants will contact you if we require further information or should suitable opportunities arise.

< Back Could golf make your employees happier and healthier? David T 17 Feb 2025 Facebook X (Twitter) WhatsApp LinkedIn Pinterest Copy link Why golf is a fantastic way to manage workplace stress and improve health and wellness. Golf is more than a game for retirees and the rich, the sport has a much broader appeal and diverse range of participants than is commonly perceived. Those outside the sport may not realise that golf is one of the very best activities for increasing overall physical and mental health and can increase your life expectancy. The R&A’s 2020 Golf and Health report featured a scientific study conducted in Sweden that showed golfers live an average of five years longer than non-golfers. Mental Relaxation & Stress Relief Being Outdoors: Golf courses offer fresh air, green spaces, and peaceful surroundings, reducing stress and promoting relaxation. Mindfulness & Focus: Golf requires concentration, keeping you in the moment and helping to clear your mind from work-related worries. Social Interaction: Playing with colleagues or friends encourages social bonding, reducing feelings of isolation and workplace tension. Physical Activity & Health Benefits Exercise Without Strain: Walking the course, swinging, and carrying a bag provide low-impact exercise that boosts endorphins and reduces anxiety. Heart Health & Energy Levels: Regular golf helps improve cardiovascular fitness, leading to better energy levels and stress management. Mental Resilience & Work Performance Improved Decision-Making: Golf requires strategic thinking and patience, which translate into better problem-solving at work. Increased Productivity: A refreshed and de-stressed mind improves focus, creativity, and efficiency in the workplace. Work-Life Balance Time to Unplug: Golf encourages stepping away from screens and workplace pressures, helping prevent burnout. Fun & Enjoyment: Engaging in an activity you enjoy enhances overall happiness, improving your approach to both work and personal life. By combining exercise, fresh air, social interaction, and mental stimulation, golf serves as an excellent stress reliever, helping professionals stay balanced and perform at their best. The R&A Golf and Health Report (2016-20) can be viewed here. Previous Next

< Back Executive compensation report for business going through PE transition David T 6 Jan 2025 Facebook X (Twitter) WhatsApp LinkedIn Pinterest Copy link Getting the job done in record time with no corners cut. Stirling Hunter was retained to deliver benchmark retention and compensation data for the most senior leadership positions and a c$1bn+ consumer goods business. As well as access to various datasets and general benchmarking providers, Stirling Hunter created a custom industry and peer group analysis for the report. The report was based upon current actual compensation levels, it did not include advertised vacancy information or predicted replacement costs per hire. In addition to professionally available data, information was sourced from c178 contact points who were a combination of executive contacts and HR professionals with related knowledge. Stirling Hunter also cross-referenced data from comparable sized consumer businesses for the purpose of compensation and benefit packages. This data is based on 203 companies with fiscal years ending up to and including 31 December 2024. The project was highly time critical to the client and was delivered by the team at Stirling Hunter in under five working days. Previous Next

< Back Product Manager San Francisco, CA, USA Job Type Full Time Workspace On-Site Apply Now About the Role This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Requirements This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. About the Company This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. You can create as many collections as you need. Your collection is already set up for you with fields and content. Add your own, or import content from a CSV file. Add fields for any type of content you want to display, such as rich text, images, videos and more. You can also collect and store information from your site visitors using input elements like custom forms and fields. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Preview your site to check that all your elements are displaying content from the right collection fields. Apply Now

< Back Marketing Associate San Francisco, CA, USA Job Type Part Time Workspace Remote Apply Now About the Role This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Requirements This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. About the Company This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. You can create as many collections as you need. Your collection is already set up for you with fields and content. Add your own, or import content from a CSV file. Add fields for any type of content you want to display, such as rich text, images, videos and more. You can also collect and store information from your site visitors using input elements like custom forms and fields. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Preview your site to check that all your elements are displaying content from the right collection fields. Apply Now

< Back Content Manager San Francisco, CA, USA Job Type Full Time Workspace Hybrid Apply Now About the Role This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Requirements This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. About the Company This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. You can create as many collections as you need. Your collection is already set up for you with fields and content. Add your own, or import content from a CSV file. Add fields for any type of content you want to display, such as rich text, images, videos and more. You can also collect and store information from your site visitors using input elements like custom forms and fields. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Preview your site to check that all your elements are displaying content from the right collection fields. Apply Now

< Back HR Representative San Francisco, CA, USA Job Type Part Time Workspace Remote Apply Now About the Role This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Requirements This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. This is placeholder text. To change this content, double-click on the element and click Change Content. To manage all your collections, click on the Content Manager button in the Add panel on the left. About the Company This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. You can create as many collections as you need. Your collection is already set up for you with fields and content. Add your own, or import content from a CSV file. Add fields for any type of content you want to display, such as rich text, images, videos and more. You can also collect and store information from your site visitors using input elements like custom forms and fields. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. Preview your site to check that all your elements are displaying content from the right collection fields. Apply Now