Redington names two new managing directors
Redington, a London-based investment consultancy, has appointed two new managing directors to expand its investment consulting team for institutional investors.
Andrew Drake joins after 25 years in the industry, most recently as a partner at PwC, where he led the UK pensions investment consultancy business. Earlier, he co-founded River & Mercantile Solutions, which later became P-Solve. His work has helped institutional clients meet long-term investment goals.
Nick Horsfall arrives from the Asset Management Exchange, where he served on the advisory board. Before that, he spent over 30 years at Willis Towers Watson, rising to managing director in its investment practice. Both appointments support Redington’s plan to improve advice for trustees and corporate sponsors on complex investment decisions.
The firm’s decision to add senior talent reflects changes in the pensions industry. Regulatory pressures and market volatility have increased demand for specialized guidance. Many asset owners now want advice that combines innovation with practical strategies—an area where both new hires have experience.
Drake said he was “delighted to join Redington during this expansion phase.” He noted the significant challenges facing pensions and the need for original thinking and independent advice. His remarks align with Redington’s goal of helping 100 million people achieve financial security.
Horsfall also emphasized independence, calling it vital for asset owners. “It’s something I’ve always prioritized,” he said, adding that Redington’s culture and reputation for impartiality attracted him. His return to advisory work after time in asset management shows confidence in hands-on consulting for clients facing market uncertainty.
The appointments go beyond increasing staff. They show an effort to combine deep institutional knowledge with new perspectives. Drake’s experience in founding and scaling businesses could bring a fresh approach, while Horsfall’s long career at a major consultancy offers stability in client relationships.
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Patrick O’Sullivan, Redington’s head of investment consulting, described the hires as part of a push to build on the firm’s strengths. He highlighted the skilled and passionate team, supported by proprietary risk analytics and advanced technology.
The focus on technology matters. Many consultancies now use data-driven tools to model scenarios and test portfolios. Redington’s emphasis on these capabilities suggests it views them as a key advantage, especially as clients seek faster decision-making and greater transparency.
O’Sullivan also stressed maintaining service quality. While this is a common promise in professional services, it may reflect concerns that growth could dilute expertise. By hiring leaders with decades of experience, Redington aims to prove that scale and specialization can work together.
The new managing directors will report directly to O’Sullivan. They join a team that includes manager research specialists and risk analysts. Their roles will extend beyond client work to internal development, such as refining advisory methods and expanding services.
Execution remains the priority. Drake and Horsfall must quickly build trust with existing clients while helping Redington attract new ones. The pensions industry has seen consolidation, with larger firms absorbing smaller players. Redington’s ability to stand out may depend on delivering the tailored, independent advice its new hires have long provided.
The appointments carry no fixed plan. They represent a commitment to experience and adaptability. Whether Redington’s goal of financial security for 100 million people is realistic, the firm is investing heavily to pursue it.
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