Our people are our most important asset. We are actively looking for people with technical regulatory knowledge and industry experience, with the intellectual and personal skills necessary to deliver sound advice to clients.
Check out our current vacancies on our careers page.
In return, we offer a stimulating working environment and the opportunity to work with a team with extensive regulatory experience, as well as competitive salary, performance-related bonus and a generous flexible benefits package.
Why people love it at Bovill
A dynamic, growing organisation
We’ve almost doubled in size over the last two years and have big ambitions in the UK, Asia, Americas and beyond. There’s variety here. And opportunities to carve your own path as we grow.
|“I joined Bovill as an experienced consultant in the London office. Since joining, I have worked with a wide variety of new and established global businesses, visited our Asian offices and am now running Bovill’s Chicago office. Bovill’s global growth strategy has provided significant opportunity to experience different cultures, regulatory environments, businesses and work on interesting projects. The work atmosphere is collegiate and fun, people care about the work they do and the clients we support.”|
Ask anyone what they love most about Bovill and they’ll say the people. We help each other. We learn from each other. We get on.
|“When I started with Bovill I was slightly apprehensive as I didn’t have a particularly long compliance career. The greatest help through that barrier has been my team, my manager and my colleagues. Everyone in the office is friendly, encouraging and willing to devote time to any questions I come across. Building a career in a new firm can be daunting as there is a pressure to get to know everyone and everything as quickly as possible but I have yet to meet anyone at Bovill who isn’t willing to hold a conversation and help me – especially if it’s about their area of expertise!”||
Professional learning and development
We trust our people with real responsibility as soon as they join. We help you broaden your knowledge and network, get experience in different sectors and types of project and make sure your professional development is a priority.
|“I joined Bovill as an Associate in the Projects team and have since had the opportunity to expand my knowledge and experience in the Financial Crime team, where I was recently promoted to Consultant. The on-the-job training, mentoring and professional study support that Bovill provides has really helped me progress within the company. I have completed the CISI Diploma in Investment Compliance and the ICA International Diploma in AML and continue to build upon my technical knowledge with full support from my line manager and colleagues.”|
We’ve been recognised in national awards for our approach to flexible working. We respect people’s lifestyle choices and agree work patterns that work for the individual. People join us and stay with us because we judge them on outcomes not hours.
|“Bovill has supported me in working both part-time and on a flexible basis. Clearly, trust works both ways in this scenario, but I have always found Bovill has allowed me to achieve a great life-work balance. The work is both interesting and challenging within the scope of part-time hours, and I also feel supported in my life outside work, for example through a flexible approach to both being in the office and working at home.”||
Woman in Finance Charter
Having recently signed up to the Women in Finance Charter, we are committed to supporting and mentoring women to strive higher and take on more senior positions, not just in our UK business but globally. With 47.5% of our global workforce and 50% of our senior team currently identifying as female, we are already setting the bar for gender balance across financial services firms. However, we want to see this level of diversity across all levels and as such, pledge to promote gender diversity further by:
- maintaining 50% female representation in the senior management team by 2020
- increasing female representation in other senior positions from 37.5% to at least 40% by 2020.