The financial summary including operating statistics, financial ratios and performance as well as the segmentations per region of the previous five years can be found here.
As a medium case, we plan to double Group profits and further diversify the business.
All figures are reported figures before exceptional items in £'m unless stated otherwise.
|Cash from operations||40.6||41.1||46.9||60.8||20.1|
|Conversion ratio (%)||16.8||15.6||16.0||17.6||13.7|
|Cash conversion (%)||67.0||78.6||96||126.0||47.8|
|Basic EPS (pence)||30.7||25.7||23.2||23.2||16.3|
|Dividends per share (pence)||14.5||14.0||14.0||14.0||14.0|
|Average total headcount||2,926||2,668||2,667||2,487||2,228|
|Average sales consultants||2,254||2,090||2,044||2,117||2,002|
|Active contractors at year end||11,203||10,197||9,078||8,412||7,573|
*2018 figures were adjusted for the impact of £6.4 million of net exceptional strategic restructuring costs.
**2017 figures are adjusted for the impact of £6.7m of exceptional strategic restructuring costs
|GP - UK & Ireland||17%||19%||25%||30%||30%|
|GP - Continental Europe||57%||52%||49%||44%||46%|
|GP - USA||21%||22%||20%||19%||15%|
|GP - Asia Pac & ME||5%||7%||6%||7%||9%|
|Profit before taxation ("PBT")||53.4||47.0||44.5||37.7|
|Basic earnings per share||30.7p||26.6p||25.7p||21.5p|
|Proposed final dividend||9.8p||9.8p||9.3p||9.3p|
|Total dividend (interim and final)||14.5p||14.5p||14.0p||14.0p|
|Operating profit conversion ratio||16.8%||14.8%||15.6%||13.3%|
(1) 2018 figures were adjusted for the impact of £6.4 million of net exceptional strategic restructuring costs..
(2) 2017 figures were adjusted for the impact of £6.7 million of exceptional strategic restructuring costs.
(3) All variances compare adjusted 2018 against adjusted 2017 to provide a like-for-like view.
(4) FX impacted positively on our results YoY on a reported basis.
Our business model is well diversified across geographies and sectors, while focusing on markets that meet certain criteria to drive profitable growth. We cover the different and complementary revenue streams of both contract and permanent recruitment
We are a pure STEM recruiter with multiple brands to maximise opportunities, including allowing our brands to compete where this creates greater shareholder value
We participate in markets where demand for talent exceeds supply, giving us structural long-term growth opportunities
Our leading-edge systems and global infrastructure provide a scalable platform for future growth
We have a unified single database of customers
Our focus on customer experience provides sustainable competitive advantage
We have a diverse and engaged workforce
Our strength in Contract provides more predictable future earnings
The Contract market has higher barriers to entry because of cash requirements and regulatory complexity
We have a consistent and robust dividend track record supported by a strong balance sheet
Our entrepreneurial culture is supported by a range of long-term incentives to drive sustained performance
Our balanced business model provides us with a good degree of resilience across a range of sectors, geographies and employment mixes
Existing footprint and investments give us significant operating leverage to double profit before tax over a five-year period
Our experience over the last 30 years gives us insight and flexibility to rapidly re-deploy our staff across sectors and regions in response to changing market dynamics.
Diverse Sectors and Countries
Having started in the UK we now generate over two thirds of our business from our international operations. We have a total of 44 offices in 16 countries. We operate across a range of industry sectors including ICT, Banking & Finance, Engineering, Energy and Life Sciences sectors.
Balanced portfolio of Permanent and Contract business
Although we have a balanced business model, including both Contract and Permanent, each having its own benefits, our current focus is on building Contract, whilst building productivity in Permanent. With our contract runner level at a record high we continue to believe that this presents us with sustained growth opportunities in 2018 for the following reasons:
- Long-term societal preference for contract assignments, particularly among skilled individuals
- Higher lifetime value than a Permanent equivalent
- Higher Consultant productivity on Contract compared to Permanent
- STEM markets are often project-based
- Tendency for contract rates to rise in positive economic climate when talent is in short supply
- Greater barriers to entry due to cash requirements and growing compliance and regulatory requirements
- More predictable and visible earnings stream
- More resilient than Permanent in times of economic uncertainty as companies defer long-term investments
- Ongoing client relationships more likely to generate other opportunities
- Contract is a key requirement to deal with Managed Service Providers (MSPs) who cover roughly 30% of global recruitment spend
- Additional future growth opportunities by expanding into Employed Contractor Model in addition to standard Contractor model
Pure play specialist stem recruiter
The STEM recruitment market has the following characteristics:
- Ideal for the recruitment sector as highly skilled candidates are difficult to identify
- Benefit from future market changes brought about by technology/automation
- A job market growing faster than the overall job market
- Broad client mix
- Higher average salaries and margins
- Increasing government and industry regulations require larger compliant organisations
- The contract offering is particularly well suited to the STEM market
Demand for quality talent in STEM markets is on the rise, primarily due to:
- Structural shift in favour of Contract increases candidate mobility
- Expanding client portfolios
- Demographic shifts and an ageing workforce
- Relatively high churn as candidates move to update skills and projects require different skill mixes
- Shortage of specialist skills in technical areas
- Expanding client portfolios
- Shortage of talent considering careers in STEM
Increasingly exposed to markets with structural growth
Many of the territories in which we operate have relatively immature specialist staffing and our exposure to these countries is increasing as we grow internationally.
Focused on project-oriented markets
We play to our strengths in our STEM sectors which are, by their nature, project oriented and technology driven. This not only benefits our contract business as clients are often seeking temporary hires, but it also expedites natural churn on the permanent side to levels above that typically seen in other professional sectors. This enhances demand even in mature markets.
Leading edge systems as a platform for growth
We have always had a firm belief in the power of providing the right tools for the job. Our industry-leading systems have been developed with the aim of turning huge amounts of data into commercially useable information. Our candidate databases are accessible on a global basis and we run the business through bespoke sales management applications. Our systems and global infrastructure provide a scalable platform for future growth.
Robust dividend track record
The cash generative nature of our business allows us to adopt a robust attitude towards our dividend. Even during the global downturn we maintained our dividend at the pre-downturn level.
A highly entrepreneurial culture led by owner managers
We believe strongly in the importance of equity participation by our staff. Our CEO and many of our senior managers have significant holdings of SThree stock. We also operate a (Tracker Share) ("minority interest") Scheme which allows selected management to buy a stake in the business for which they are responsible, making them part-owners rather than simply paid managers.
Tracker share arrangements
Low barriers to entry into the recruitment market make it a challenge to retain senior staff - tracker shares help to retain staff.
The "tracker share" or Minority Interest ("MI") model helps combat this by allowing selected individuals to invest in the business for which they are responsible. This enables them to share in the success of the business they help to create. This is unique in the sector and helps drive strong retention and ownership behaviours at a senior level.
- Strong governance via MI steering committee
- 2018 settlements £3.7m (2017: £3.2m; 2016: £4.6m)
- Expect future settlements to be £5-£15m in shares
- Settlements entirely at SThree's discretion - no put option