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- How do I find out about positions at LM?
- What is the culture of LM?
- What are my chances of being employed by LM?
- What career development opportunities exist?
- What sort of training will I receive?
- Does LM provide support for study?
1. How do I find out about positions at LM?
As well as posting our current vacancies on this website, LM also advertises in newspapers such as the Australian Financial Review, The Australian, The Courier Mail, The Sydney Morning Herald and The Gold Coast Bulletin.
Occasionally, recruitment agencies assist us in sourcing candidates, but this is generally the exception rather than the rule.  top of page
2. What is the culture of LM?
- Our culture of education and professional development
- Work Life Balance
- Snapshot of the LM way
- A refreshing difference – the absence of the “glass ceiling';
3. What are my chances of being employed by LM?
While we look for enthusiastic, intelligent and committed staff, perhaps unlike other fund managers LM is comfortable with recruiting staff and management without (or with limited) industry experience. Limited directly-relevant experience in a candidate has not been an impediment to our hiring 'stars', who significantly contribute to the success of the company.
In fact, we think it's one of our secret weapons: whilst the majority of our team leaders have at least 10 years' experience each, we have staff drawn from backgrounds as diverse as stockbroking, real estate, finance, accounting, education, legal, public affairs and human resources. Many of our staff have successfully transitioned from one career to another at LM eg from stockbroking to portfolio management, from human resources to property management, and from accounting to compliance.
At LM, we are fussy when it comes to hiring new staff. We want them to fit in with the existing team, and conversely, we want our existing team to feel comfortable with new recruits.
To this end, we run a process called 'The Gauntlet', in which a preferred candidate comes to our head office on the Gold Coast and meets with all staff. While it sounds rather daunting, in reality it's not: the process is simply designed to test the 'fit' of a new recruit.
Importantly, it is also designed to keep staff 'in the loop' about likely appointments so that if and when a new candidate starts work, everyone knows they are starting at LM and what their role will be. We want to avoid a situation where someone starts and an existing staff member asks, "Who's that?"! top of page
4. What career development opportunities exist?
LM really is a growing and dynamic company.
Where appropriate, staff are encouraged to move between departments and take on new roles to further their professional development. We advise all staff of positions vacant via our intranet. At the time you consider transferring to another role, you could be competing against both internal and external applicants, and naturally, appointments are made on merit and fit with an existing team. top of page
5. What sort of training will I receive?
At LM, we take professional development of our staff seriously. In fact, every second week for one hour, all staff attend compulsory training on a diverse range of topics designed to improve knowledge transfer in and across teams, as well as learn new skills.
 We also invite external speakers to present on a range of topics as diverse as negotiation, the overseas investment market, wine appreciation, a day in the life of a property developer, working with the media and so on.
Over and above this, all new staff undertake a structured series of weekly tutorials over 8 weeks, delivered by LM's senior staff on best practice industry standards. top of page
6. Does LM provide support for study?
LM supports staff to undertake additional external training. Once a course has been approved by a Senior Executive Committee member, LM pays 50% of the program fees. Upon successful completion of the program/course LM reimburses the staff member for the remainder of the course cost. top of page
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