Ezelman is a deliberately small, senior-only Financial Risk Management boutique. Every mandate you lead will be yours end-to-end — no matrix, no inherited juniors, no split attention. We grow the bench one named hire at a time, and we publish the bench model and equity structure in advance. If you have sat on the bank's side of the table and you are tired of selling pyramids, this page is for you.
Ezelman operates a capped-roster model. We do not grow headcount to win work; we refuse work when the roster is full. This is a commercial choice, not an aspiration. The capped roster is how we protect the senior-only promise: every mandate reaches a partner-grade practitioner, and no partner is ever running more than two active G-SIB engagements.
You will lead one G-SIB engagement at a time, end-to-end. No matrix management, no inherited juniors, no split attention across a dozen logos.
Your work product is read by CROs, Heads of Inspection, Group Treasurers and Joint Supervisory Teams. Every page must defend a position under a supervisor's reading.
If a mandate drifts from the engagement standard, we walk. Contractually. You will never be asked to drop the bar to keep the invoice running.
All roles are Director-level. Compensation and equity are discussed one-to-one with the founder at the offer stage — the structure is the same (all-in: base + guaranteed bonus + partnership share), the numbers are tailored to you. Relocation supported (EU + GCC + UK). Visa support available.
What you will lead. Basel IV / CRR3 programme mandates at Tier-1 banks: aftercare, late implementation (e.g. PRA) or remediation, RWA and Output Floor optimisation, RTS / ITS, and the productionisation workstream through 2027–2028.
What you will lead. ECB / SSM on-site inspection mandates end-to-end: pre-readiness diagnostics, 48-hour response discipline, ITR drafting, supervisory dialogue, remediation design. The goal is a zero-P2G exit.
What you will lead. Stress-testing, ICAAP and reverse-stress engagements across EU and GCC: EBA biennial cycles, top-down/bottom-up reconciliation, reverse stress-test inversion, management-body endorsement. Zero mandatory re-runs is the standard.
Equity at Ezelman is real, voting, and granted on the day you sign. The firm has an annual independent valuation; equity is liquid on a partial-sale event or after the year-five window via the partnership buyback programme. The structure is fixed and published below; the grant size for your role is discussed one-to-one with the founder at the offer stage.
| Level | Equity grant | Vesting | Annual partnership share | Walk-away clause |
|---|---|---|---|---|
| Director | To be discussed | 4-year, 1-year cliff | Pro-rata to grant | Mutual, 6-month notice |
| Senior Director | To be discussed | 4-year, 1-year cliff | Pro-rata to grant | Mutual, 6-month notice |
| Partner (capped) | To be discussed | Direct grant | Committee-set | Mutual, 12-month notice |
Private health: premium tier, dependants included. Pension: 10% employer contribution, no match needed. Time off: 40 days including RTT. Expenses: no receipts policy up to a fixed monthly allowance. Books & training: uncapped for regulatory publications and specialist certifications.
One mandate at a time. You are not split across logos. No business-development targets. Growth is through inbound. No internal reporting layer. Partners run the firm jointly on a monthly cadence. Protected writing time: two days a month ring-fenced for publishing under your own name.
We do not run case studies. We do not run aptitude tests. If you have done the work, you do not need to perform it for us again. Instead, we rely on named referees from prior engagements and a structured set of conversations designed to surface the thing that actually matters: how you reason under supervisory pressure.
30 minutes with the founder. We talk about the last hard week of your career, not about your CV. Two-way fit.
90 minutes with a partner. One live regulatory problem from our current book, redacted. We watch how you think, not what you know.
Named referees from the last three engagements. We call them. Decision weighting: high.
After the referee stage, if both sides are still in, we run two final conversations: (4) a peer-partner lunch for commercial fit and (5) an offer conversation in which the comp band, equity grant and bench slot are agreed in writing, on the same day.
It matters, before you take a conversation with us, to understand the shape of what you would be joining. Honest numbers, honest boundaries. What we will not publish on a public page is individual compensation — that is a matter for the offer conversation, not for the internet.
Ezelman SAS is wholly owned by the founder, Hannan Mohammad, as of April 2026. The firm has no external capital, no private-equity backer, and no rolling CV file. Every commitment you will read on this page is made personally by the founder — because there is presently nobody else to make it.
The partner bench is sized for three partners by end-2027 and capped at five — never larger. One slot is ring-fenced for a partner based in the GCC (Dubai or Riyadh). Two slots are open for candidates with deep ECB, EBA or PRA roots. Beyond five, we do not grow; we refer.
Directors and Senior Directors receive voting equity on the day of signature — not on a performance trigger two years later. Vesting is four years with a one-year cliff. An independent annual valuation sets the partnership price. There is no dilution without a unanimous partner vote.
No one at Ezelman carries a utilisation number. There is no analyst layer below Director. We will not build a pyramid we cannot staff with senior people — the firm tops out where the mandate quality would start to slip.
On compensation. We do not publish individual numbers. The reason is simple: mid-career hires compare compensation across three axes — base, bonus and equity — and each conversation has a different mix. The published bench level (Director / Senior Director / Partner-track) anchors the conversation; the precise offer is made in writing, on the day, with no negotiation theatre. Internal-transparency policy across partners: full.
If you are a Director, Senior Director or Partner at a Big-4, Oliver Wyman, McKinsey, BCG, Deloitte, Accenture or a regulator — and you are considering a senior-only boutique with real equity, no pyramid and no BD machine — there is a conversation available.
We talk to one such candidate per quarter. It is a one-to-one conversation with the founder, entirely confidential, off the record until both sides have said yes to a second meeting. We do not keep CVs on file. We do not recruit through third-party firms. Nothing about the conversation is logged in a pipeline.
Bring the question you cannot ask your current firm. We will tell you straight whether Ezelman is the right next step — or not.