We encourage our people to make a positive impact on our local communities.
Our commitment
We are passionate about nurturing the next generation of STEM talent. We partner with some of the most impactful charities and institutions, whose missions are to make careers in research and technology more accessible.
Our partnerships
Our work experience programme
We run an annual work experience programme for London-based students aged 16-18. Over the course of one week, participants will learn more about G-Research, and benefit from bespoke interview and soft-skills training.
Monthly research grants and PhD prizes
To support and encourage early career researchers, we run regular prizes and grants for PhD students and postdocs globally.
Every month, we give away up to £2,000 per entrant as part of our monthly grant, with over 50 winners in 2024 alone.
We also run a number of PhD prizes and competitions throughout the year, alongside leading academic institutions.
Latest news
See all news
Latest events
- Quantitative engineering
- Quantitative research
Careers beyond academia: Options and pathways for researchers
26 Mar 2026
Mathematical Institute, Andrew Wiles Building, Oxford
- Quantitative engineering
- Quantitative research
Pub Quiz: Oxford
23 Feb 2026
Oxford - to be confirmed after registration
- Quantitative engineering
- Quantitative research
Pub Quiz: Cambridge
18 Feb 2026
Cambridge - to be confirmed after registration
Disclosures
As Europe’s leading quantitative finance research firm, G-Research hires the brightest minds from around the world to tackle some of the biggest questions in our industry. This is irrespective of gender, race, religion, sexuality or any other characteristic.
The statistics reflect that the best paying roles in our business require undergraduate and in many cases postgraduate study in maths, computer science, the physical sciences and technology. Men account for roughly three times as many graduates* in these subjects as women and have done for many years and so not surprisingly, men hold more of the best paying roles in our business. We believe this gender imbalance is a missed opportunity for the industry and we welcome applications from smart, qualified women who are interested in what we do.
*Source HESA enrolment data for academic years 2021/2022: Personal characteristics – HE students by CAH level 1 and sex. Assumes gender ratio for graduates is in line with admissions.
Gender Pay Statistics for 5 April 2023:
- Gender pay Gap:
- Mean: 50%
- Median: 46%
- Gender Bonus Gap:
- Mean: 65%
- Median: 58%
- Proportion of employees receiving a bonus:
- Male: 96%
- Female: 91%
- Proportion of employees in each pay quartile:
- Lower – Male: 63% , Female: 37%
- Lower Middle – Male: 84% , Female: 16%
- Upper Middle – Male: 91% , Female: 9%
- Upper– Male: 95%, Female: 5%
Introduction
The G-Research group is committed to being a responsible taxpayer, complying with local tax laws and regulations and with OECD guidance. The primary objective of G-Research’s tax strategy is accurate and timely tax compliance. This includes the following:
- To ensure local and international laws and regulations are complied with, and that OECD guidance is followed;
- To ensure that all taxes, including corporation tax, employer taxes, employee withholding taxes, indirect taxes and other local taxes are paid in full and in a timely manner;
- To provide training and guidance on tax matters to the business as required; and
- To maintain a relationship with HMRC based on foundations of compliance and transparent communication.
Approach to Risk Management and Governance Arrangements in Relation to UK Taxation
Responsibility for G-Research’s tax contribution, tax risk, and governance sits with the respective entities’ governing bodies, which provide oversight and strategic direction. Day-to-day responsibility is delegated to the Head of Finance and the Head of Tax, supported by the wider Finance team.
G-Research’s tax compliance function is managed by its team of in-house qualified accountants, ensuring that tax decisions are informed and current. A control framework is in place to ensure that tax risks, including changes to relevant laws, regulations and guidance, are identified in a timely manner and subsequent action is taken to mitigate those risks to an acceptably low level. Tax risks and responses are documented to ensure that G-Research’s tax strategy remains transparent, and to ensure that it is communicated to and recognised by those in charge of governance.
Attitude Towards Tax Planning and Risk
G-Research does not consider tax planning to be a major driver in determining business strategy and key decision making. G-Research has a low-risk appetite in terms of tax planning opportunities.
We may utilise available tax reliefs and incentives where appropriate and in a manner which is consistent with the applicable law.
Tax advice will be sought from external advisors in respect of material transactions or when the Finance team do not have the necessary expertise required in a particular area. Significant transactions within, or changes to, the business are reviewed and approved by the governing bodies of the relevant entities.
Our Approach to Working With HMRC
G-Research looks to maintain an open, positive and cooperative working relationship with HMRC.
We are committed to working with HMRC to resolve any issues that arise and to providing appropriate disclosure of relevant facts to enable the progression of HMRC enquiries.
This strategy statement has been prepared in accordance with paragraphs 19(2) and 25 of Schedule 19 of the Finance Act 2016 and provides an overview of G-Research’s policy and approach to its tax affairs for the financial period ended 31 March 2025. This strategy was published on 27 March 2025.
This statement is made on behalf of Alastair LLP in respect of the financial period ending 31 March
2025 and has been duly approved.
This is our slavery and human trafficking statement for the purposes of section 54(1) of the Modern
Slavery Act 2015.
We endeavour to ensure that there is no slavery or human trafficking in our supply chains or
business.
We provide corporate support services (including, but not limited to, human resources, legal,
finance, operational risk management and premises). We also provide staff to certain related
entities. We consider the risk of slavery or human trafficking within our supply chain to be low since
we have straightforward supply chains compared with other sectors in the UK, and the majority of
the service providers we use are based in the UK. We will not knowingly do business with any
suppliers who are involved in slavery. As we do not have intricate or complex supply chains, no
further action with regards to slavery or human trafficking has been deemed necessary at this time.
Our recruitment processes are reviewed regularly. We have robust procedures in place for the
vetting of new staff. We ensure that we are able to confirm their identities and that they are paid
directly into a personal bank account. We confirm that staff have the right to work in the UK and are
aware of their rights and responsibilities associated with working in the UK. We have policies and
procedures in place to ensure compliance with all applicable laws. All staff are properly remunerated
at a level above the UK’s national living wage.
Approved and signed by the LLP Designated Members of Alastair LLP