How to Apply to Legal & General

13 min read Last updated April 20, 2026
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

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Key Takeaways

  • Legal & General is a FTSE 100, 190-year-old UK insurer and asset manager with five business units (Retirement, Insurance, LGIM, LGC, Wealth) and approximately 10,000 employees, headquartered at One Coleman Street in the City of London.
  • The applicant tracking system is SmartRecruiters at jobs.smartrecruiters.com/LegalAndGeneral, used across all business units and geographies, with high transparency on business unit, grade band, and regulatory status in each posting.
  • CEO Antonio Simoes, in role since January 2024, is executing a credible strategic refresh: sharpened focus on PRT, asset management, and UK retail; divestment of non-core principal investments including CALA Homes; and an aggressive US PRT build-out.
  • LGIM is one of Europe's largest asset managers at roughly 1.1 trillion pounds AUM, with global strength in passive index, fixed income, LDI, and stewardship, and growing capability in private markets through LGIMA in the US.
  • Interview culture is formal, multi-round, STAR-format competency interviewing supplemented by genuine technical assessment for actuarial, investment, risk, and technology roles, with final-round case studies common for mid and senior positions.
  • Hiring strongly favours candidates with relevant professional qualifications (IFoA actuarial fellowship, CFA, ACA/ACCA/CIMA, IMC, CISI) and the ability to articulate a specific long-term motivation for joining L&G rather than a generic competitor.
  • Compensation is structured by grade band with disciplined salary ranges; the most productive negotiation levers are bonus targets, sign-on, and relocation support (especially for US PRT and LGIMA roles), not base salary.
  • Conditional offers include five-year reference checks, DBS criminal record checks, credit and bankruptcy checks for all roles, and additional fitness-and-propriety and SMCR clearance for regulated roles.

Source basis: This guide combines the company's public careers materials, detected ATS-provider data, and ResumeGeni analysis. Employer-specific details should be read alongside the Sources section below; interview-culture guidance may synthesize public candidate reports when official documentation is limited.

About Legal & General

Legal & General Group plc (LSE: LGEN) is one of the United Kingdom's most established financial institutions, founded in 1836 and headquartered at One Coleman Street in the City of London. A FTSE 100 constituent with roughly 10,000 employees, the group generated approximately twelve billion pounds in revenue in its most recent reporting period and operates across five interconnected business lines that together touch nearly every stage of the UK retirement and investment journey. The company is best known publicly for life insurance, but the financial heart of the group sits inside Legal & General Investment Management (LGIM), which is one of Europe's largest asset managers with assets under management hovering around 1.1 trillion pounds and a global reputation as a passive and index pioneer. The other pillars include the Retirement business, which leads the UK pension risk transfer (PRT) market with multi-billion-pound bulk annuity deals that frequently exceed 100 billion pounds in cumulative liabilities transferred; the Insurance segment (LGI) covering individual and group protection; Legal & General Capital (LGC), which deploys principal balance-sheet capital into housing, urban regeneration, clean energy, and SME finance; and the Wealth advice business, which serves UK retail clients through advised and direct channels. The group's operational footprint extends across Cardiff, Hove, Birmingham, Solihull, Edinburgh, and growing US hubs in Chicago, Stamford, and Boston for LGIM America (LGIMA) and the recently launched US PRT business. In January 2024 the group welcomed Antonio Simoes as Chief Executive Officer, succeeding Sir Nigel Wilson after his transformative twelve-year tenure. Simoes joined from Santander, where he ran the European business and built a reputation as a disciplined operator focused on capital allocation and execution. His arrival has triggered the most significant strategic refresh L&G has undertaken in a decade. Under his leadership the group announced a sharper focus on three core strengths: institutional retirement (PRT), asset management, and UK retail. As part of this simplification the group has divested or wound down several principal investments, including the modular housing venture, agreed the sale of CALA Homes (its housebuilding subsidiary) for around 1.35 billion pounds, and signalled a phased exit from direct affordable housing development in favour of a capital-light asset management model. At the same time the group has accelerated its global PRT ambition, completing its first US pension risk transfer transactions and building out a transatlantic origination team designed to compete with Prudential Financial and MetLife in the world's largest corporate pension market. For job seekers, this means Legal & General is currently a rare combination in UK financial services: a 190-year-old institution undergoing a credible, capital-disciplined transformation with senior buy-in, fresh growth runways in the United States, and a culture that still leans heavily on technical depth, professional qualifications, and long-term mutuality of purpose. It is not a pure technology company and it is not a hedge fund; it is a serious, regulated financial services operator where actuaries, investment professionals, and engineers can build genuinely consequential careers.

Application Process

  1. 1
    Step 1: Locate the right role on the official careers portal at legalandgeneralg

    Step 1: Locate the right role on the official careers portal at legalandgeneralgroup.com/careers, which redirects all applications into the SmartRecruiters job board at jobs.smartrecruiters.com/LegalAndGeneral. The board lists roles across all five business units and clearly tags each posting with the business segment (LGIM, LGI, Retail, Group Functions, LGC), location, and grade band, which is unusually transparent for a UK FTSE 100 employer.

  2. 2
    Step 2: Create a SmartRecruiters candidate profile

    Step 2: Create a SmartRecruiters candidate profile. You can sign in with email, LinkedIn, or Google, and the system will reuse your profile across multiple L&G applications. Upload a cleanly formatted PDF or Word CV; SmartRecruiters parses contact details, work history, and education automatically, but always review the parsed fields before submitting because mis-parsed dates and titles are a common reason applications stall in screening.

  3. 3
    Step 3: Complete the role-specific application form

    Step 3: Complete the role-specific application form. For most UK roles you will be asked about right to work, notice period, salary expectations (be specific and use a range that reflects market data for the L&G grade band, which often appears in the requisition title), and whether you have any current or prior FCA or PRA regulated person status. For investment roles inside LGIM, expect additional questions about CFA progress, FCA SMCR (Senior Managers and Certification Regime) classification, and any past disciplinary or fitness-and-propriety matters.

  4. 4
    Step 4: Submit a tailored cover letter

    Step 4: Submit a tailored cover letter. While not always required, including one materially improves your odds for analyst, manager, and senior roles. Address it to the named hiring manager when SmartRecruiters discloses one (it sometimes does in the requisition metadata), and explicitly reference which of the five business segments you are applying into and why that segment specifically.

  5. 5
    Step 5: Application acknowledgement and recruiter screen

    Step 5: Application acknowledgement and recruiter screen. SmartRecruiters sends an automated acknowledgement within minutes. An internal L&G talent acquisition partner typically reviews and reaches out within one to three weeks for in-demand functions, longer for graduate scheme and internship windows where applications are batched.

  6. 6
    Step 6: Telephone or video screen with the recruiter

    Step 6: Telephone or video screen with the recruiter. Expect 30 to 45 minutes covering motivation for L&G specifically (they do screen for this), salary, notice period, location flexibility, and a high-level walkthrough of your CV. UK financial services recruiters are professional and thorough; treat this stage as a real interview, not a formality.

  7. 7
    Step 7: Online assessments where applicable

    Step 7: Online assessments where applicable. For graduate scheme, internship, and many early-career roles, candidates are asked to complete situational judgement tests, numerical reasoning, and sometimes a personality questionnaire delivered through providers such as Cappfinish, Arctic Shores, or HireVue-style asynchronous video. For actuarial roles, expect a numerical reasoning and abstract reasoning combination.

  8. 8
    Step 8: First-round interview with the hiring manager

    Step 8: First-round interview with the hiring manager. Typically 45 to 60 minutes, mixing competency-based questions (UK STAR format strongly preferred) with technical questions calibrated to the role. For LGIM investment roles this can include market-views questions and brain-teasers; for actuarial roles it almost always includes a technical case or model walkthrough.

  9. 9
    Step 9: Second-round panel interview

    Step 9: Second-round panel interview. Often two to three interviewers from the hiring team plus one cross-functional partner (Risk, Compliance, or HR). For senior roles a member of the executive committee or a managing director may join. The panel format is standard across UK financial services and is designed to test consistency under pressure.

  10. 10
    Step 10: Final stage assessment

    Step 10: Final stage assessment. For many roles this is a case study or technical exercise: a pension risk transfer pricing exercise for Retirement actuaries, a portfolio construction memo for LGIM investment associates, an architecture diagram and design review for senior engineers, or a stakeholder presentation for change and transformation roles.

  11. 11
    Step 11: Offer, regulatory checks, and onboarding

    Step 11: Offer, regulatory checks, and onboarding. L&G offers are typically conditional on satisfactory references covering five years of work history, a basic or enhanced DBS criminal record check, credit and bankruptcy checks (mandatory for all roles, not just regulated ones), proof of qualifications, and right-to-work documentation. SMCR-regulated roles add fitness-and-propriety attestations and may require regulatory pre-approval before a start date can be confirmed.

Resume Tips for Legal & General

recommended

Use a UK-format CV, not a US resume

Use a UK-format CV, not a US resume. Two pages is the strongly preferred maximum for everyone except executives; a one-page CV signals junior level and is appropriate only for graduates and interns. Include a short personal statement of three to four lines at the top tied directly to the L&G role and segment.

recommended

Lead with the right professional qualifications

Lead with the right professional qualifications. UK financial services hiring managers scan for letters after your name within seconds. If you are a Fellow or Associate of the Institute and Faculty of Actuaries (FIA, FFA, AIA), put it next to your name. The same applies to CFA charterholders and candidates (Level I, II, III passed), ACA, ACCA, CIMA, IMC, and CISI qualifications. For technology roles, AWS, Azure, GCP, and security certifications belong in a clearly labelled certifications section.

recommended

Quantify in pounds sterling and use UK number formatting

Quantify in pounds sterling and use UK number formatting. Use commas as thousand separators and full stops as decimals. Reference deal sizes, AUM, premium volumes, claims ratios, expense ratios, and headcount managed. For LGIM applicants, AUM responsibility and benchmark relative performance over multi-year periods are the headline metrics.

recommended

Mirror the SmartRecruiters job description vocabulary

Mirror the SmartRecruiters job description vocabulary. The L&G ATS scores keyword match against the requisition. Include terms such as Solvency II, IFRS 17, MA (matching adjustment), bulk annuity, longevity reinsurance, LDI, fixed income, ESG, stewardship, climate transition, and PRT where they genuinely apply to your experience. Do not keyword-stuff; the recruiter will read the CV.

recommended

Spell out regulatory exposure cleanly

Spell out regulatory exposure cleanly. Note any FCA SMCR Senior Manager Functions (SMF) or Certification Functions you have held, any PRA dealings, and your familiarity with the Consumer Duty, Operational Resilience, and Conduct Rules. For risk and compliance candidates this is non-negotiable.

recommended

For LGIM roles, include a short performance attribution line per fund or strateg

For LGIM roles, include a short performance attribution line per fund or strategy. A single-line summary such as 'Lead PM, GBP investment grade credit, AUM 4.2bn, 3yr information ratio 0.58 vs benchmark' communicates more than a full paragraph of prose.

recommended

For actuarial CVs, list your IFoA exam progress explicitly with subject codes (C

For actuarial CVs, list your IFoA exam progress explicitly with subject codes (CS1, CM1, SP2, SA2, etc.) and dates passed. Specify travel and exemptions. List the actuarial software you have used: Prophet, MoSes, AXIS, RAFM, ResQ, Igloo, Tyche, R, and Python.

recommended

For technology and data roles, highlight regulated-environment experience

For technology and data roles, highlight regulated-environment experience. Naming financial services platforms (Murex, Calypso, BlackRock Aladdin, SimCorp, Charles River, Bloomberg AIM) and concepts (T+1 settlement, NAV calculation, regulatory reporting, MiFID II transaction reporting) significantly strengthens the application.

recommended

Show evidence of long-term thinking

Show evidence of long-term thinking. L&G is a 190-year-old mutual-spirited institution and screens against people who jump every eighteen months. If you have stayed three or more years somewhere, surface what you delivered across that tenure. If your CV looks transient, add brief context (project end, restructure) for short stints.

recommended

Save and submit as a PDF generated from a clean Word document

Save and submit as a PDF generated from a clean Word document. Avoid graphical CV templates with columns, sidebars, and icons; SmartRecruiters parses these poorly and the resulting profile fields will look incomplete to the recruiter.

ATS System: SmartRecruiters

Legal & General uses SmartRecruiters as its enterprise applicant tracking system across all five business units and all geographies, with the public-facing job board hosted at jobs.smartrecruiters.com/LegalAndGeneral. SmartRecruiters is a modern, cloud-based ATS used by many large European employers and is generally well-regarded for candidate experience compared with older systems. It parses uploaded CVs into structured candidate profiles, supports SSO sign-in via LinkedIn and Google, and feeds applications directly into a recruiter pipeline tagged by requisition. L&G has clearly invested in the configuration: each posting exposes the business unit, sub-business unit, job family, grade band, working hours, and whether the role is FCA or PRA regulated. This level of transparency is unusually high for UK financial services and is a meaningful signal that the talent acquisition function is operating at a mature standard.

  • Apply through the SmartRecruiters portal directly rather than via third-party aggregators. Aggregator-sourced applications occasionally lose required custom fields and can land in the wrong recruiter queue.
  • Reuse your SmartRecruiters profile across multiple L&G roles. Once you have applied once, subsequent applications are largely pre-filled and your candidate history is visible to recruiters across business units.
  • Always review the auto-parsed CV fields after upload. SmartRecruiters parsing is good but not perfect, and incorrect employment dates or job titles can cause your profile to be filtered out incorrectly.
  • Use the keyword vocabulary from the requisition. SmartRecruiters surfaces relevance scoring to recruiters, and matching the exact phrasing in the job ad (for example, writing 'bulk purchase annuity' if the ad says it, rather than 'BPA') measurably helps.
  • Set up job alerts on the portal for your target business unit. SmartRecruiters supports saved searches that email you when matching roles open, which matters because L&G publishes most graduate, internship, and high-volume operations roles in batched windows.
  • Watch your application status updates. SmartRecruiters sends meaningful status changes (under review, interview, offer, regret) and L&G recruiters generally use those statuses honestly. If your status sits at 'under review' for more than three weeks, a polite LinkedIn follow-up to the named recruiter on the requisition is acceptable.

Interview Culture

Legal & General interviews follow the conventions of large UK financial services employers and should be approached as a professional, formal process.

Expect punctual scheduling, clearly briefed interviewers, and a structured competency framework anchored in the STAR method (Situation, Task, Action, Result). Interviewers will explicitly ask you to give STAR-format examples and will note your responses against pre-agreed competencies for the role. Across the group, hiring panels look for four consistent threads: technical depth appropriate to the role and grade, evidence of regulated-industry judgement, alignment with L&G's stated culture (Inclusive, Purposeful, Ambitious, Trusted, Collaborative), and a credible long-term motivation for joining specifically L&G rather than a generic insurer or asset manager. Technical depth varies sharply by function. Actuarial interviews involve real technical work: expect to walk through reserving methodology, discuss matching adjustment portfolios, defend an assumption you have set, or reason about longevity trends. LGIM investment interviews are calibrated to the asset class and seat: passive equity teams probe index methodology and tracking error sources; active fixed income teams will press on credit analysis, relative value, and duration views; private credit teams want to see live deal experience and underwriting judgement. Risk, compliance, and audit interviews focus heavily on Solvency II, the PRA Senior Insurance Managers Regime, the FCA SMCR, IFRS 17, Operational Resilience, and Consumer Duty. Technology and data interviews are practical and increasingly modern: cloud architecture (Azure dominates inside L&G but AWS is present in pockets), data engineering on Snowflake and Databricks, secure SDLC, and the realities of integrating with legacy mainframe and policy administration systems. The behavioural component is genuinely weighted, not a tick-box exercise. Interviewers will ask about times you have raised a concern, navigated a regulatory issue, delivered through ambiguity, and worked across a matrixed organisation. Be ready to talk about ethics in a regulated environment with specific examples, and be ready to discuss your understanding of L&G's purpose, which the company articulates as 'Inclusive Capitalism' and 'investing for the long term in things that matter.' Multi-round panels are standard for everything above entry level, and final-stage assessments (case studies, technical exercises, presentations) are common for senior positions. The pace is generally one to two weeks between rounds, with offers communicated by phone followed by a written package. Negotiation is possible but bounded by L&G's grade-band salary structure; the most productive levers are sign-on, relocation support (especially for the new US business), and bonus targets rather than base.

What Legal & General Looks For

  • Genuine motivation for L&G specifically. The single most common reason candidates fail at interview is being unable to articulate why L&G rather than Aviva, Phoenix, M&G, Schroders, or Aberdeen. Have a real answer that ties to PRT leadership, LGIM scale, the Simoes transformation, or the long-term capital deployment thesis.
  • Technical credibility appropriate to the grade band. L&G grade bands (4, 4L, 5L, 6, 6L, 7, 7L, H7, etc.) signal scope and complexity. A grade 4 hire is expected to have functional competence; a grade 6 hire is expected to lead workstreams; H7 and senior leadership grades expect P&L, regulatory, or technical authority.
  • Professional qualifications or a clear path to them. Actuaries on the IFoA pathway, CFA candidates and charterholders, ACA/ACCA/CIMA accountants, IMC and CISI qualified investment professionals, and PRINCE2/Agile certified change professionals are all explicitly favoured.
  • Evidence of regulated-industry judgement. Interviewers want to see that you understand why a control exists, when to escalate, how to document a decision, and how to balance commercial pressure with regulatory obligation.
  • Long-term thinking and stability. L&G is the opposite of a churn culture. Candidates with a coherent career narrative and meaningful tenure at past employers screen better than those with frequent moves.
  • Cross-functional collaboration in a matrixed organisation. Group functions, business units, and regional offices interact constantly. Examples of working effectively across boundaries (Risk and Front Office, Actuarial and Finance, IT and Operations) carry real weight.
  • Clear writing and structured verbal communication. Insurance and asset management are dense subject areas. Interviewers will notice whether you can explain a complex idea simply, both in writing and in a meeting.
  • Alignment with the stated culture. L&G publishes its values openly: Inclusive, Purposeful, Ambitious, Trusted, Collaborative. Interviewers genuinely use these as scoring dimensions, not corporate decoration.
  • For LGIM specifically: investment views you can defend. Passive teams want to hear methodology and operational excellence; active teams want differentiated, evidenced views on companies, sectors, or macro factors with awareness of where you have been wrong and what you learned.
  • For Retirement and PRT: deal experience or strong actuarial fundamentals. The PRT business is in growth mode, with a US build-out adding capacity. Candidates who can speak to bulk annuity pricing, longevity reinsurance, asset sourcing, and sponsor negotiations are in particular demand.
  • For technology, data, and AI: practical financial services delivery. Polished cloud and ML credentials matter, but L&G also values candidates who have shipped change in a regulated estate with legacy interfaces, security review gates, and operational resilience constraints.

Frequently Asked Questions

Where does Legal & General post its job openings?
All Legal & General job openings are posted at legalandgeneralgroup.com/careers, which routes applicants to the official SmartRecruiters job board at jobs.smartrecruiters.com/LegalAndGeneral. Roles cover all five business units (Retirement, Insurance, LGIM, LGC, Wealth) and the group's UK and US offices. Aggregator listings (LinkedIn, Indeed, Glassdoor) generally pull from the SmartRecruiters feed, but applying through the SmartRecruiters portal directly gives you the cleanest application experience.
What applicant tracking system does Legal & General use?
Legal & General uses SmartRecruiters as its enterprise ATS across the entire group. The board is configured with detailed metadata on each requisition (business unit, sub-business unit, job family, grade band, FCA/PRA regulated status), and candidate profiles are reused across multiple applications. SmartRecruiters supports CV upload with automatic parsing as well as LinkedIn and Google sign-in.
Who is the CEO of Legal & General?
Antonio Simoes has been Group Chief Executive Officer of Legal & General since January 2024, when he succeeded Sir Nigel Wilson. Simoes joined from Santander, where he ran the European business. He has launched a sharpened group strategy focused on three core engines (institutional retirement, asset management, and UK retail), divested several non-core investments including CALA Homes, and accelerated the US PRT build-out.
What is pension risk transfer (PRT) and why is it important to Legal & General?
Pension risk transfer is a transaction in which a corporate defined-benefit pension scheme transfers some or all of its pension liabilities to an insurer in exchange for a premium. The insurer (Legal & General Retirement) takes on the longevity and investment risk and pays the pensioners directly. PRT is the flagship business of L&G's Retirement segment; the group is the UK PRT market leader and has now extended into the US, where the addressable market is significantly larger. PRT roles span actuarial pricing, longevity reinsurance, asset sourcing, sponsor relationships, and post-deal administration.
What is LGIM and how does it differ from the rest of Legal & General?
Legal & General Investment Management (LGIM) is the group's asset management arm and one of Europe's largest asset managers, with assets under management of approximately 1.1 trillion pounds. LGIM is a global leader in passive index investing, LDI (liability-driven investment), fixed income, and stewardship. While it sits inside the Legal & General group, LGIM operates with significant independence, has its own brand presence in institutional markets, and runs distinct hiring processes calibrated to investment-management standards (CFA, performance attribution, named PM track records). LGIMA is the growing US arm based out of Chicago, Stamford, and Boston.
What qualifications does Legal & General prefer to see on a CV?
It depends on the function. Actuarial roles strongly favour candidates progressing toward or holding Institute and Faculty of Actuaries (IFoA) qualifications (FIA, FFA, AIA). Investment roles favour CFA charterholders and candidates, with IMC and CISI qualifications expected for regulated UK roles. Finance roles favour ACA, ACCA, or CIMA. Risk and compliance roles value ICA qualifications and direct SMCR experience. Technology and data roles value relevant cloud and security certifications (AWS, Azure, GCP, CISSP). Across all functions, L&G also recognises and supports candidates currently in the qualification pipeline through structured study support.
How long does the Legal & General interview process take?
For most professional and managerial roles, the process from application to offer typically takes four to eight weeks. Initial recruiter screening usually happens within one to three weeks of applying, followed by a hiring-manager interview, a panel round, and often a final-stage case study or technical exercise. Graduate scheme and internship cycles run on fixed annual windows and can take longer due to batched processing. Senior roles requiring SMCR pre-approval can extend the offer-to-start timeline by additional weeks while regulatory checks complete.
Does Legal & General offer graduate schemes and internships?
Yes. Legal & General runs structured graduate programmes across actuarial, investment, finance, audit, technology, data, and general management tracks, alongside summer internships that frequently convert to graduate offers. The actuarial graduate scheme is highly competitive and includes funded study leave and exam support for IFoA progression. Application windows typically open in autumn for the following autumn intake; candidates should monitor the SmartRecruiters job board and the group's early-careers pages for exact dates.
What is Legal & General's stance on hybrid and remote working?
L&G operates a hybrid working model across most UK and US offices, with the specific in-office expectation set per role and team. Many roles are listed as hybrid with a typical pattern of two to three days per week on site, with primary locations including One Coleman Street in London, Cardiff, Hove, Birmingham, Solihull, Edinburgh, Chicago, Stamford, and Boston. Fully remote roles exist but are less common, particularly in regulated functions where in-person collaboration and supervision matter.
How should I prepare for a Legal & General interview?
Read the most recent annual report and interim results to understand the five-segment structure and current strategic priorities under Antonio Simoes. Read the press releases on the largest recent PRT deals and the US PRT entry. Understand the difference between LGIM, LGI, LGC, and the Retirement business, and be able to explain why you are applying to your specific segment. Prepare STAR-format answers to standard competency questions and be ready for technical depth appropriate to your role and grade. Have a credible, specific answer to the question: why Legal & General rather than Aviva, Phoenix, M&G, Schroders, or a US insurer.
What is Legal & General's culture like to work in?
Culturally L&G is a serious, mission-driven UK financial services employer with a long-term, mutual-spirited orientation rather than a sharp-elbowed, transactional one. The group articulates five values (Inclusive, Purposeful, Ambitious, Trusted, Collaborative) and its strategic narrative around 'Inclusive Capitalism' and long-term investment in housing, infrastructure, and clean energy is genuinely felt internally. Pace is steady rather than frantic, technical excellence and professional qualifications are respected, and tenure is generally longer than in the bulge-bracket investment banking world. The Simoes-era refresh has injected sharper commercial discipline and execution focus without dismantling the underlying cultural DNA.
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Related Resources

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Sources

  1. Legal & General Group plc - Official Careers Page —
  2. Legal & General Job Board on SmartRecruiters —
  3. Legal & General SmartRecruiters Public API (99 active postings verified) —
  4. Legal & General Group plc - Corporate Investor Relations and Strategy —
  5. Legal & General Investment Management (LGIM) - Institutional Site —
  6. Antonio Simoes Appointed Group Chief Executive of Legal & General (January 2024) —
  7. Institute and Faculty of Actuaries (IFoA) - Qualification Pathway —
  8. FCA Senior Managers and Certification Regime (SMCR) Overview —
  9. London Stock Exchange - Legal & General Group plc (LGEN) Listing —