A Talk with Paul Webster
On Sunday, November 5th, I had the chance to interview Paul Webster, a Managing Partner at Page Executive, a prominent executive recruiting firm in finance. Webster, who has been with Page Executive for over 15 years, shared his unexpected career journey with me. Born and raised in England, he initially pursued law at university and spent five years working in M&A in London. However, he soon realized this path wasn't his long-term calling. “It was very analytically driven,” he states, “rather than people driven. And I saw myself in more of a people-oriented role, so that’s when I made the decision to move into recruitment.” Over twenty years later, Webster continues to be passionate about his career in recruitment.
Our discussion mainly focused on the increasing role of artificial intelligence (AI) in the finance industry. Webster expressed his belief that, despite AI's growing influence, the recruitment sector remains relatively unaffected. He recalled his early days in recruitment, over 22 years ago, when computer programs already existed to sort job candidates based on specific criteria. Yet, he observed that these early technologies didn't lead to AI dominating the recruitment industry as predicted.
Webster highlighted the limitations of relying solely on AI for recruitment, noting that firms value the human element provided by recruiting firms. He also pointed out a significant flaw in AI-driven recruitment: “AI is subconsciously biased, and in times when AI has been used, often it has come to less optimal conclusions from a diversity, equity and inclusion perspective.” He explained that AI's reliance on historical data often perpetuates existing biases in industries traditionally dominated by White males, counteracting efforts to achieve greater equity.
Webster also shared his views on the evolving landscape of diversity, equity, and inclusion (DEI) in recruitment. He contrasted the early days of his career, when DEI considerations were minimal, with the current, more inclusive approach. However, he acknowledged the slow pace of change in the finance sector, a field historically dominated by males. Webster is actively seeking ways to attract more diverse applicants to finance roles, working with organizations like 100 Women in Hedge Funds and Stonewall to broaden the pool of candidates.
When asked about entry strategies into the finance sector, Webster emphasized the importance of drive, determination, and commitment in candidates. He shared insights from firms that value the attributes often found in athletes, such as a competitive mindset and strong motivation. As for commitment, he stressed, “One of the biggest concerns in hiring is ‘is the candidate committed? Is this job (or field) something that they want to do?’” Therefore, demonstrating genuine interest through networking and internships is crucial for those aspiring to enter the finance industry.