2015 Corporate & Investment Banking Global Trend Report

July 2, 2015 3 mins read
2015 Corporate & Investment Banking Global Trend Report

Morgan McKinley is highly active in the Corporate and Investment Banking (CIB) recruitment market in the APAC region, with specialist desks in Shanghai, Hong Kong, Singapore and Tokyo.

Overall the market has been more buoyant in the first half of 2015, following a period of cost containment, in most banks in the region employees are expected to be more commercially focused and hands on. New starters are expected to get up to speed faster than ever. Potential candidates are also often reluctant to move out of a secure position as the banking sector has not completely shaken off the legacy of the recent past. There are more and more opportunities opening up in both Corporate and Investment Banking sectors in Mainland China. Some leading global banks have made deep cuts to front office teams, in Singapore in particular


We have seen a growth in opportunities in both the Corporate and Investment Banking sectors in China. Chinese banks are attracting more and more candidates from Hong Kong and Singapore who are looking to develop their careers on the mainland. Banks are strongly recruiting relationship managers and structured commodity finance specialists in Corporate Banking and M&A, debt capital markets and IBD sector coverage teams in the Investment Banking space. Client sectors (i.e. the banks’ clients) that are driving demand in China include technology, media and telecommunications, financial institutions, pharmaceuticals, natural resources, and power and utilities.

“Although the commodities market has been challenging in recent times, many corporate banks are looking to strengthen their trade commodity finance and structured commodity finance teams,” reports Rio Goh, Managing Director, Morgan McKinley China.

Candidates will need to be more hands on as there is less team support from an operations and credit risk perspective. Chinese banks are putting more demands on their staff and we have seen some consolidation of functions. Hiring processes are often lengthy. “Candidates who are looking for a better deal with a new employer should bear in mind that the employer is likely to demand more from them in terms of results and performance. They will also need to be more hands on as there is less team support from an operations and credit risk perspective,” Goh says.

Hiring organisations are typically keen to see clear evidence that a candidate has led or closed a deal or has made a significant contribution to the outcome of a successful deal. However, it is often very difficult to entice the best potential candidates to move.


​Those staying in their current role can probably expect an annual salary incrementin the order of 5-10%; those moving between organisations 20-30%. There has been little change in the structure of performance bonuses and performance benefits.

Download the Global Corporate & Investment Banking 2015 Trend Report Here [PDF 755 KB] »

Alan Li's picture
Operations Director, Greater China