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Category: Interim

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Why Hiring in Tax at the NQ–3 years PQE Level is Tough Right Now

Tax NQ
Tax NQ

If you're hiring in Tax at the newly qualified to 3 years' PQE level, you're probably already feeling the pain. It’s a challenging part of the market - arguably the hardest right now.

Why? A mix of long-term talent issues, increased demand, and changing candidate expectations.

Here’s a look at why it’s so difficult right now - and what you can do to give yourself an edge.

1. Shrinking Talent Pipeline

The impact of COVID-era recruitment cuts/freezes is still being felt. Graduate intake was reduced dramatically during 2020–2021, and now we’re seeing the results: a “missing middle” in the workforce at 1–3 years PQE. The knock-on effect means there just aren’t enough people coming through the system to meet demand.

2. High Demand from All Sides

Everyone wants the same people:

  • Practices need newly qualifieds to deliver client work and relieve pressure on senior teams.
  • In-house teams are chasing technically trained talent who are still relatively affordable.

This dual demand and aggressive hiring is inflating competition, pushing up salaries and sparking bidding wars for a limited number of candidates.

3. Improved Retention in Practice Firms

Previously, many NQs left Big 4 and Top 10 firms soon after qualifying. Reasons included burnout, unclear career paths, or better work-life balance elsewhere. But firms have taken note and improved. Strong performers are being promoted and looked after, which means fewer are jumping ship.

4. Salary Expectations & Cost of Living Pressures

With high inflation and cost of living pressures, candidates are more selective and motivated by money. Many won’t even consider a move unless there’s a 10-20% salary increase, even if the new role offers better long-term potential.

5. Tight Candidate Preferences

Many newly qualified candidates are highly specific about what they want:

  • Remote-first roles.
  • Only want in-house, not practice.
  • Prefer advisory over compliance.
  • Want clear progression in 12 months.

It’s not that they’re unrealistic, it’s just that they know what they want, and they’re willing to wait for it.

6. Visa & Right-to-Work Constraints

Historically, a large proportion of tax trainees in London have been international. But post-Brexit visa restrictions mean fewer firms are less willing or able to sponsor candidates, especially in-house, ruling out a significant slice of potential hires.

So, What Can Employers Do?

While bigger-picture solutions will take time, there are steps you can take to improve your chances of securing talent in the short-term:

  • Engage specialist Tax recruiters early

Don’t wait until the role goes live. Engage specialist tax recruiters at planning stage - they’ll know where to look for limited talent and can get ahead of the curve.

  • Reassess your hiring criteria

Be more open to candidates who qualified in other areas of Tax. For example, if you're hiring for a Corporate Tax role, consider someone from Employment, VAT, or Transfer Pricing backgrounds who can transition across.

  • Streamline your hiring process

Move quickly from receiving the CV to interview and through the interview stages. Keep it to 2-3 stages, max. Move fast, be decisive and make offers quickly. A client has recently declared they have 6 stages to hire, no matter what the level, but a long, clunky hiring process means you’re already losing the race.

  • Offer more competitive (or creative) packages

Counter-offers are increasingly more common at this level. Candidates are often at point in life where the cost-of-living crisis has hit them hard in terms of paying for rent let alone saving for a mortgage. It’s a false economy - in the end making a small saving on a base salary/package in comparison to making the right hire and having someone motivated to join and stay!

Be more creative - if meeting initial base salary expectations are difficult, consider; salary reviews at 6 or 12 months tied to performance, sign-on bonuses or additional benefits or flexible perks.

Don’t risk losing the right person by lowballing the offer!

Summary

The UK tax hiring market at the NQ–3 years PQE level is facing a perfect storm:

  • Too few candidates in the pipeline
  • Too much competition for those who remain.
  • And a candidate pool that knows exactly what it wants

To succeed, firms need to adapt, and fast. That means rethinking old assumptions, speeding up hiring processes, and making offers that genuinely excite. Because when the right person shows up, chances are, someone else is trying to hire them too.

GET IN TOUCH:

Whether you’re planning ahead or hiring urgently, having the right strategy (and support) makes all the difference. James Rodgers is our Head of Tax Recruitment at SRM – contact him on jamesrodgers@srmrecruitment.com or call +44 (0)7852 322955

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The changing face of FP&A

FP&A
FP&A

Over the past few years, the role has FP&A has changed more dramatically than most areas of in-house finance and, with the implementation of AI, this is likely to change further in the coming years.

This is SRM’s guide to the changes and what you may need to do to make the most of your FP&A function...

The rise of the Business Partner

You only have to look back 5-10 years to see the extent to which finance and, with it, FP&A have changed. Gone are the days where bigger businesses will have a core central-housed Management Accounts team and Group-level FP&A function. Both of these teams, whilst commercial in nature were very much reporting focused and, at most, preparing a yearly budget.

As businesses have begun to harness data, FP&A has been embedded into the business unit level (sales, marketing, IT etc). This business partner role (core management accountant skillset with a storytelling element) has allowed FP&A to zoom out of the business and move away from the reporting elements as this is now covered by the partners.

This has meant that FP&A has more time to shape strategy (using data) than ever before.

Powered by analytics, AI and automation

Traditionally FP&A functions were powered by large Excel sheets and basic manipulation, vLookups etc. This allowed them to efficiently review static data and prepare budgets, however, it made most other trend analysis difficult.

Tools such as Anaplan, Workday Adaptive, and Planful have allowed more dynamic long-term models to be built, meaning businesses can lean on FP&A data to create rolling forecasts as opposed to static annual budgets.

The more forward-thinking teams are also harnessing AI to look into AI-driven predictions into revenue and cost behaviours. This will ultimately affect the bottom line.

Real-time vs retrospective

Although FP&A has always been seen as the forward-thinking part of finance, most of its work was still based on data from the previous month.

By channelling integrated CRMs, ERPs and operations systems with new insight tools such as Power BI, Tableau and Looker, FP&A is now able to support the CFO with real-time data and thus improve the decision-making process.

Dashboards are one of the lower hanging fruits when modernising FP&A.

Scenario planning as standard

This has become the most obvious result of the other changes we have discussed. With more time due to the business partner model and more powerful data analysis tools, FP&A has become the fulcrum of scenario planning.

Not only has it allowed for more agile planning cycles (monthly, quarterly vs once a year), it means that specialist and long-term planning can be performed. For example, well resourced FP&A teams can, and do, run multiple complex planning scenarios that will take in; growth, recession, supply shocks and even acts of god, like pandemics etc.

This use of data, accountancy knowledge and computing power can really aid decision-making beyond anything previously.

A future-proof FP&A team

This is what we would see as a future-proofed FP&A team which would allow any business to harness technology and data to improve planning capabilities:

Group FP&A (core)

Head of FP&A

  • Leads the function, owns forecasting, reporting, planning and business partnering.
  • Partner to CFO and C-Suite.

FP&A Manager

  • Budgeting and forecasting lead, owns planning cycles and rolling forecasts.

FP&A Analyst (multiple)

  • Consolidations & reporting analyst, creates dashboards, supports board and investor reporting.

Scenario & Strategic Modelling Analyst (possibly multiple)

  • Builds long-range plans and ‘what-if’ models.
Business Partner layer

Finance Business Partners (multiple)

  • Supports individual business units (sales, marketing, IT etc), own planning, forecasting and analysis for their unit.
  • Translate financials into business insights.
Data, Systems & Analytics FP&A (increasingly no longer a ‘nice to have’)

FP&A Systems Manager

  • Admin for Anaplan, Adaptive, Pigment etc.

Finance Data Analyst/BI Analyst

  • Connects FP&A with BI tools (Power BI, Tableau, Looker).

Automation & RPA Lead

Helps automate data ingestion, report generation etc.

OPTIONAL LAYERS

M&A Analyst

  • Deal modelling, investment appraisal.

ESG/Impact Finance

  • Tracking sustainability & social performance metrics.
 
Get in touch

If you’d like help to build your FP&A team or find your next career move, please contact Rob McKay in the first instance, on robmckay@srmrecruitment.com or +44(0)7376 802264

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National Insurance Changes April 2025: What They Mean for You as a Job Seeker

national insurance rises
national insurance rises

The new tax year has landed, and with it comes one of the biggest changes to employer costs we’ve seen in a while. From April 2025, businesses across the UK are facing higher National Insurance (NI) contributions, a shift that could have a real impact on job seekers and employees alike.

Whether you're looking for a new role or weighing up your current package, understanding how these changes affect the job market can help you make to smarter career decisions.

NI changes at a glance

What’s Changed (as of April 2025):
  • Employer NI rate: increased from 13.8% to 15%
  • Employer NI threshold: reduced from £9,000 to £5,000
  • Goal: Raise £40 billion in tax revenue as announced in the Autumn 2024 Budget.

While employees won’t see this deducted from their payslips, it’s an additional cost that every employer is now factoring into their hiring, salaries, and workforce planning.

How employers are responding

We’re already seeing early shifts in hiring patterns, particularly in cost-sensitive industries like retail, hospitality, care, and manufacturing. Here’s how businesses are adapting:

  • Cautious salary offers: Some employers are becoming more conservative with salary offers for new roles, and we’re seeing signs of pay freezes in certain sectors.
  • Rise in contractor roles: To stay agile, businesses may opt for more freelancers, temps or contractors, who fall outside of standard employer NI requirements.
  • Shift toward benefits: Companies are strengthening benefits packages instead of increasing base salaries, offering things like private healthcare, flexible hours, and more paid leave.

What this means for you as a candidate

Even though this doesn’t impact your take-home pay directly, it does affect how roles are structured and what offers look like.

  • Salary negotiations might feel tighter: You may need to demonstrate your value even more clearly in interviews and discussions to secure competitive offers.
  • Contract roles could open new doors: Don’t rule out short-term or freelance roles - they could lead to long-term opportunities or offer flexibility during a transitional hiring period.
  • Focus on total compensation: It’s not just about salary anymore. Employers are competing for job seekers with creative benefits, so it pays to look at the full package.

Tips to stand out in a tighter market

Want to stay competitive while the market adjusts? Here’s how to boost your edge:

  • Focus your CV on impact and outcomes, not just responsibilities.
  • Highlight flexibility or additional skills that span multiple functions.
  • Upskill in areas like tech, compliance, or people management.
  • Stay open-minded about hybrid, contract, or project-based work.
  • Demonstrate commercial awareness - knowing the bigger picture counts.

How to elevate job offers in 2025

With salary budgets under pressure, it’s more important than ever to consider the whole package on offer, not just the number at the top of the contract.

Here’s what to weigh up:

  • Pension contributions: Are they generous? Is salary sacrifice available?
  • Healthcare & insurance: Does the company offer private medical, dental or life cover?
  • Flexibility: Can you work remotely or on a hybrid schedule?
  • Learning & development: Will the company invest in your skills or future progression?
  • Wellbeing & culture: What’s the team dynamic, time-off policy, and overall balance?

These extras could easily be worth thousands in real value and make a big difference to your quality of life.

What's next?

We expect to see more noticeable market changes by summer and autumn 2025, as businesses reassess headcounts, budgets, and workforce structure. Those job seekers who stay flexible and informed will be best positioned to benefit.

Need support navigating your next career move? 

As recruiters on the ground, we’re already seeing how the new NI rules are influencing salaries, job structures, and employer expectations.

Whether you’re ready for your next challenge or just want to sense-check your value in the current market, we’re here to help. SRM can you support you to:

  • Benchmark your salary expectations;
  • Optimise your CV and interview approach;
  • Explore contract, permanent, or flexible roles;
  • Understand what’s happening in your sector.
GET IN TOUCH

If you’d like help to future-proof your finance career, please contact Liz Hawkins in the first instance, on lizhawkins@srmrecruitment.com or +44(0)7508 956587

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How Auditors can transition into private equity or venture capital finance roles

financial audit
financial audit

Why move into private equity?

  • Dynamism & high-calibre staff: Private equity (PE) has a high barrier to entry, meaning you will have the opportunity to learn from some of the most impressive accountants and non-finance staff in the industry.
  • Higher earning potential: PE often offers more lucrative compensation, including performance-based incentives like carried interest as you progress.
  • Career growth opportunities: The skills and connections you build in PE can open doors into numerous roles across financial services and alternatives, leadership positions in commerce businesses and even non-finance roles in PE, such as Portfolio Management or Investor Relations.

What roles are available for your first move into private equity?

  • Fund Accounting
  • Corporate Accounting
  • FP&A
  • Portfolio Monitoring

Which audit teams are attractive to PE firms?

  • PE & VC audit: Auditing firms within the PE industry, meaning you’ll have highly relevant exposure to PE fund structures and Valuations.
  • Asset & wealth management audit: Auditing across asset classes with similar fund structures and involvement in asset valuations.
  • Banking and capital markets audit: Auditing banks and fintech companies.
  • If you're interested in PE but currently sit outside of these areas, consider internal moves within your firm or external moves to advisory or audit firms with relevant teams.

How to upskill and develop your knowledge base?

  • Excel & financial modelling: PE firms highly value Excel and financial modelling skills. They often appreciate candidates who have pursued additional learning outside of audit.
  • Valuation techniques: Learn methods like Discounted Cash Flow (DCF).
  • Sector knowledge: Develop a strong understanding of PE, including fund structures (e.g., Jersey, Lux, Cayman), investment strategies, sources of capital, and key industry trends.

Preparing for interviews and case studies

  • Case studies: These vary by role. Some focus on technical or fund accounting understanding, while others emphasise modelling. Be ready for questions on both.
  • Interviews: Expect 2-3 rounds with various interviewers, including non-finance stakeholders. Be prepared to discuss not only technical accounting issues but also your understanding of the wider PE industry.
  • Know "why" the firm interests you: Do thorough research on the firm’s investment strategies, portfolio companies, and recent news. Be specific in articulating why you're interested in them.

How to Present Yourself to PE Firms?

  • Be confident: PE firms need to see that you can handle a high-pressure environment and communicate directly and efficiently.
  • Be humble: Avoid exaggerating your achievements. PE firms value authenticity over large egos.
  • Be smart: Adhere to a smart dress code - aim to look as polished as possible for interviews.
get in touch

If you’re an auditor looking to transition into private equity or venture capital finance roles, please get in touch. Contact Seb Ellis in the first instance on sebellis@srmrecruitment.com or +44 (0)7300 853160

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National Careers Week: inspiring and guiding the next generation

ncw tired
ncw tired

"That was a great day Dad, but I. AM. SHATTERED!"

These were the words of my son, George (13) after spending a full day in our offices at SRM Recruitment HQ in Farringdon for National Careers Week.

National Careers Week (NCW), held annually in the UK, is a dedicated event aimed at empowering young individuals with comprehensive career guidance and resources. In 2025, NCW took place from March 3rd to 8th, offering a plethora of events, workshops, and seminars designed to illuminate various career pathways and opportunities.

This year, my son George embraced the spirit of NCW by participating in a job-shadowing experience at my workplace. His school actively encouraged students to engage with their parents' professions, providing a first-hand glimpse into the working world.

A busy but valuable day

George's day commenced with shadowing me in the office, where he observed daily operations and team dynamics. He attended three client meetings, gaining insights into professional communication and problem-solving strategies. The team welcomed him warmly, and we all enjoyed a pizza lunch together, offering George an informal setting to interact and ask questions. After the final client meeting, we headed home, with George understandably exhausted but (hopefully) enriched by the day's experiences.

The benefits of job shadowing

Job shadowing offers invaluable benefits, especially for young students. It allows them to experience a "day in the life" of a professional, helping to clarify career interests and link classroom learning to real-world applications. Such experiences can significantly boost career confidence and motivation.

George's participation not only provided him with practical insights into the working world, but also sparked meaningful conversations about his future aspirations and the diverse career paths available to him. This hands-on approach to career education exemplifies the essence of National Careers Week, bridging the gap between academic learning and the professional world.

The importance of guiding the next generation

I encourage fellow professionals to involve their children in similar experiences, fostering early career exploration and informed decision-making. National Careers Week serves as a reminder of the collective role we play in guiding the next generation towards fulfilling and informed career choices.

As for George, he finished the day buzzing but looking forward to an early night (for once)! It remains to be seen if he’ll be following his Dad into the heady heights of Tax Recruitment, but regardless I know he found it an incredibly worthwhile experience. It's so important for our youngsters to get some exposure to the working world early on to help inspire them for their future!

You can find out more about National Careers Week here: nationalcareersweek.com

You might also find this article interesting: Five reasons why job shadowing helps benefit your future career: https://bnd.nd.gov/job-shadowing/

national careers week
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Navigating a difficult employment market: actions, challenges and opportunities

finding a job
finding a job

Are you struggling to find a new role while the job market is ‘flat’? Do you feel like you’re wading through treacle?

Here's some actions that can be taken to increase your chances of success when the market is challenging.

Stay positive – the market is undoubtedly tough!

Some context; the latest “KPMG and REC UK Report on Jobs” survey published this March, concluded that we are “amidst a 28-month contraction in the job market” and “growth in starting salaries has slowed, reaching the weakest pace in four years”.

Commenting on the latest survey results, Jon Holt, Group Chief Executive and UK Senior Partner KPMG, said:

“While it is still a wait and see approach to hiring, with February data showing companies continue to hold back on recruitment, the softer decline could be an indication that expectations of further interest rate cuts and better than expected recent economic data are starting to release some of the pressures on business.

“But several headwinds to growth remain, and we should expect a Spring Statement that is fiscally constrained due to growing spending pressures and global uncertainty. Despite this uncertainty, businesses which are well capitalised will be looking for signals to support future planning and growth, and with that will come confidence to invest and create jobs.”

Clearly there is nuance to this and there are still areas and levels of the wider market that are proving to be resilient, but its fair to acknowledge that 2025 remains a challenging market for many candidates. Clearly for a CFO and a General Counsel (for example) or the most senior department head roles this is especially prevalent.

Commitment to the search:

Balancing personal commitments (we are all human after all!) with a focused job search is the largest inhibitor to being consistent in a search, so a few ideas around combating this would be:

  • Set realistic goals and SMART targets: Define what you want to achieve in your job search and set realistic timelines, that could be encapsulated around your current bonus timetable for example. What searches am I doing today? How many job applications shall I try and make today? Or, how many of my contacts in my network shall I reach out to?
  • Create a schedule: Dedicate specific times each week to job search activities, such as networking, applying for jobs, and following up with search firm/recruiters.
  • Leverage your network: Regularly connect with your professional network to uncover opportunities and gain insights (head to our website for specific advice around this).
  • Stay organised: Keep track of applications, follow-ups, and networking activities to ensure nothing falls through the cracks.

Who am I? How you position yourself:

  • Make sure you are tailoring each application: each and every hiring manager is looking for something different. A well-written job ad will highlight the most important criteria in the first few bullet points – so make sure you promote these achievements – put them at the top of your list, sell yourself and re-jig your responsibilities to reflect this.
  • Assessing how to present your proposition: don’t be afraid to ask your recruiter to run through your pitch prior to your interview – remember they have been talking to the hiring client, they should know what they are looking for and can help make sure you pitch is ‘on point’.
  • Reaching out and connecting to the line manager for the role via Linkedin, for a role you feel passionate about, carries no negative stigma in this market. Also consider people that may have a connection into the recruiting company that may be able to facilitate an introduction.
  • Another angle would be to ask someone in a professional capacity on their perceptions on your areas of strength and areas to consider. This may also help frame your thinking and how you market/position yourself.
  • The final point would be around your LinkedIn profile (check out this article more in-depth advice on this) – the importance of this as a “sales document” in many ways, but also ensure your profile is properly optimised from a keyword perspective and interacting with LinkedIn. Liking/commenting on other people’s posts will ensure your profile continues to be well optimised for search/recruitment firms and the direct hire market. Also be sure to follow companies that interest you.

Follow up is key… timing can be everything

“I never hear anything back”: frustrating as it is, both agencies and in-house talent teams are dealing with significant volumes of applications so don’t be afraid to give them a polite nudge.

  • Timing your follow up: Try to refrain from sending an email or making a call immediately after you’ve submitted your application. You are better off noting the name of the job poster, and the closing date for the role, then give your CV time to land and be assessed alongside other applicants.
  • Personalise your follow up: No “Dear Sir/Madam” or “To whom it may concern”. Send a personalised, polite and professional email, referencing the position and your relevant skills. Keep it succinct.
  • … and if you can’t work out who to talk to, then pick the phone up to the agency, or the in-house talent team and just ask.

Review/re-review your expectations

  • Most job seekers start off with a ‘golden wish list’ of criteria for their next role/challenge, whether that be location, hybrid working, job title or industry. In a sluggish and competitive job market, its definitely worth taking a step back periodically and reassessing “what is really important to me”. If you do make changes to your expectations, remember to communicate them to your network, recruiters etc.
  • Consider the Contract/Interim market – we recognise that there are candidates who may have been unfortunate to lose their role, and this doesn’t need to define you. Do speak to an interim specialist if your circumstances dictate that you can consider an temporary or interim management contract – there could be questions around IR35 and Limited Companies you may have, if this isn’t an avenue you’ve considered before.
GET IN TOUCH

If you’re a finance professional looking to make a career move and need some help, please get in touch with Paul Craggs (permanent roles) and Rob McKay (interim roles) in the first instance on: paulcraggs@srmrecruitment.com and robmckay@srmrecruitment.com

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The Critical Role of Cultural Fit in Hiring

Culture fit team working
Culture fit team working

Hiring the right candidate isn’t just about technical skills and experience. While a strong CV may open doors, long-term success hinges on how well a candidate aligns with your company’s culture.

Neglecting cultural fit can lead to poor retention, reduced productivity, and team conflicts. That’s why assessing cultural alignment during the hiring process is crucial.

Why Cultural Fit Matters

Company culture defines the environment, values, and workplace dynamics of an organisation. Employees who align with your culture are more engaged, productive, and likely to stay long-term.

However, cultural fit doesn’t mean hiring the same personality type. Instead, focus on “culture add” – candidates who align with your core values while bringing fresh perspectives. A diverse team that shares values but offers different viewpoints fosters innovation and growth.

For example, if your team is highly analytical, a culture add might be someone with creative problem-solving skills who challenges conventional thinking. This enhances decision-making and fosters a more dynamic work environment.

Communicating Culture Clearly

Many companies assume they prioritise cultural fit but fail to define or communicate their culture effectively. Candidates want to understand your workplace environment before accepting a role. Transparency in job descriptions, careers pages, and interviews helps attract the right talent.

Risks of Overlooking Cultural Fit

Failing to assess cultural fit can negatively impact your business. Key risks include:

  • High Turnover – Employees who struggle to integrate often leave, leading to increased recruitment and training costs.
  • Reduced Team Morale – A misaligned hire can disrupt workflows, leading to frustration and disengagement.
  • Weakened Customer Relations – Employees who don’t embody company values may struggle in client-facing roles.
  • Workplace Adaptation Issues – A poor fit may struggle with communication styles, collaboration, and expectations.

How to Assess Cultural Fit in Interviews

Hiring managers can integrate cultural fit assessments into their process with these methods:

  1. Behavioural Interview Questions

Assess how candidates have handled past situations to gauge their work style and values:

  • Teamwork: “Describe a time when you worked with a difficult colleague. How did you handle it?”
  • Values: “What are the three most important things to you in a job?”
  • Adaptability: “Tell me about a major change you faced. How did you adapt?”
  • Culture Add: “Describe a recent moment when you felt engaged and productive at work. What contributed to that?”
  1. Practical Assessments

Real-world tasks provide insight into a candidate’s problem-solving and communication style:

  • Marketing candidates – Analyse a campaign and suggest improvements. This demonstrates strategic thinking, creativity, and an understanding of audience engagement.
  • Customer service candidates – Handle a difficult client scenario. This assesses their ability to stay calm under pressure, problem-solve, and communicate effectively.
  • HR candidates – Resolve a workplace conflict. This highlights their interpersonal skills, conflict resolution abilities, and alignment with company values.
  1. Culture-Focused Interactions

Introduce candidates to team members or discuss real-life workplace scenarios. This allows you to assess how they react and whether they would thrive in your environment.

Additionally, ensure candidates have a clear picture of your company culture. Use job descriptions, interviews, and platforms like Glassdoor to communicate expectations.

  1. Temporary-to-Permanent Hiring

If feasible, hiring on a temp-to-perm basis allows for real-world assessment before making a long-term commitment.

Encouraging Open Conversations About Culture

Cultural fit isn’t just about hiring - it’s about maintaining an environment where employees feel comfortable discussing and shaping workplace culture. Regular feedback and open conversations can help strengthen team cohesion and improve retention.

Conclusion

Assessing cultural fit during hiring is an investment in long-term success. A structured approach that evaluates both technical skills and cultural alignment ensures that new hires integrate well and contribute positively. By prioritising transparency and the right screening techniques, businesses can improve retention, enhance team dynamics, and build a workforce that thrives together.

Quick Checklist for Hiring Managers

✅ Define your company’s core values and workplace culture.
✅ Communicate these values clearly in job descriptions.
✅ Use behavioural interview questions to assess cultural alignment.
✅ Incorporate real-world assessments to evaluate work style.
✅ Involve current team members in the interview process.
✅ Ensure candidates have a clear understanding of company culture before hiring.
✅ Consider temp-to-perm hiring when appropriate.

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Why the Home Counties is still a serious contender when it comes to Finance careers

home counties home worker

As an experienced finance recruiter in the Home Counties, we’re a big fan of the region and know that it has always, and continues to, offer great opportunities for both employers and job seekers alike.  For those who seek a compelling alternative to London, the counties of Hertfordshire, Bedfordshire and Buckinghamshire offer flexibility, regional growth, and a more balanced, fulfilling professional life.

Below we outline 7 key factors which make the Home Counties a fantastic alternative to London for both employers and job seekers.

For Employers/hiring firms:

  1. Access to a Skilled Workforce: The Home Counties are known for attracting experienced finance professionals who prefer the balance of working close to London while enjoying a better quality of life. Many candidates with significant experience in areas like financial reporting, audit, and risk management are moving away from the city, giving local firms access to top-tier talent without needing to compete directly with central London salaries​.
  2. Work-Life Balance as a Selling Point: As hybrid working arrangements become the norm, employers in the Home Counties can attract professionals who are eager for a better work-life balance. With less stress around commuting and more emphasis on local opportunities, businesses that offer flexible work options will find it easier to secure talented individuals who might have otherwise been lost to London​.
  3. Strategic Talent Pipelines: The competition for finance professionals may be fierce, but firms are learning to tap into the graduate talent pipeline coming from local universities and training programs. By focusing on building strong relationships with educational institutions, businesses in the Home Counties can secure fresh, ambitious talent who are keen to develop their careers regionally​.
  4. Rise of Contract and Flexible Roles: The demand for contract workers is a growing trend, but this also offers a chance to bring in highly skilled finance professionals on a flexible basis. Employers can tap into a broader talent pool for short-term or project-based work, which often leads to strong long-term relationships or future permanent hires​.

For job seekers:

  1. Good selection of Opportunities: For finance professionals looking to escape the daily London commute, the Home Counties offer a wealth of opportunities. With many firms expanding their operations regionally, candidates can find roles that offer both professional growth and personal flexibility​.
  2. Diverse Career Paths: The finance sector in the Home Counties is expanding beyond traditional roles. Candidates can explore dynamic roles in tech-driven finance, such as data analysis, ESG (Environmental, Social, and Governance) reporting, and financial technology (FinTech). These growth areas provide exciting avenues for professional development​.
  3. Work-Life Balance: Living in the Home Counties offers finance professionals the opportunity to enjoy a high quality of life. With less time spent commuting, professionals can focus on their careers while still enjoying the benefits of countryside living or vibrant local communities. This balance is becoming a key differentiator in attracting top talent​.

Overall, the outlook for finance recruitment in the region is looking to show some signs of positivity with many benefits to both employers and job seekers, it’s no wonder many people are realising the Home Counties is a serious contender when it comes to finance careers.

GET IN TOUCH

 If you’re looking to hire finance professionals for your team or considering a career move in the Home Counties, we know the region inside out and we’re here to help. Contact Liz Hawkins in the first instance, on lizhawkins@srmrcruitment.com or call +44 (0)7508 956587.

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Recruitment Agencies: who to use and why?

So you've recently decided to look for a new job - you've got a great CV, perfect LinkedIn profile and fully utilised your professional network - you won’t need to use a recruitment agency, surely?

Well, maybe not. However, the vast majority of hiring firms will still use outside assistance for most levels of recruitment, and this means you will more than likely need to apply for a role through a recruitment agency at some point.

As a result, before you just randomly send your CV to any old recruitment firm, it is best to think through which agencies you engage with and why.

Which agencies to engage with? 

This choice tends to come down to what stage you have reached in your career so far, so make sure you approach the right type of firm:

Establishment stage – engage with the bigger, larger established recruitment brands. They tend to work with larger PLC businesses and have the reach to offer more choice whilst you gain experience.

Growth to leadership – depending on the salary range (some firms can be fixed on this), we recommend you engage with a mixture of larger recruitment firms and boutique agencies (like us) who build long-term relationships for senior hires.

Board level – depending on salary, we recommend you engage with a mixture of the boutique recruitment firms and the established 'SHREK' (an acronym referring to the five largest and arguably most prestigious) executive search firms.

How many agencies to engage with?

The number of recruitment agencies you engage with for your job search will also depend on what stage of your career you have reached:

Establishment stage – 2 -3 good recruitment firms should be enough. Their scale and reach in this marketplace tends to be strong and should give you everything you need.

Growth to leadership and board level – whilst this sounds counter-intuitive, you should be speaking to 10-15 search firms. Roles at this level will almost certainly be exclusive or retained with a single recruitment agency. As a result, you need to build more relationships with more agencies so as not to miss out on that perfect role.

Spend time and do your research

For a successful job search, search firms should still be a core aspect of your approach. As with everything when it comes to seeking that next career move, spending time on understanding who can help you is really important. Do your research and speak to more recruiters if you aren’t getting what you expect. 

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Professional Network: What is it and how best to utilise it?

people networking

So you've just started your job search and the one thing you hear over and over again is: "make sure you speak to your network"!

But what does this actually mean? You may be like the vast majority of the market who don’t regularly network.  You're just too busy with work and family life, and that's fine. But fear not, you’ll actually have more of a network than you think. And using your network is incredibly important when it comes to finding and securing that all important next career move. 

These are the two main networks you should use to facilitate your search: 

1. Traditional network

This will consist of former colleagues and bosses. Whilst not the furthest reaching of networks (as it depends mostly on them having the right job at the right time), it is still important to have other people know that you are on the hunt for a new role. So tell them! You just never know who might know of someone hiring at your level and can recommend you. 

2. Professional network

This is the most important network to make aware that you're on the lookout for a new role. But what is this network? Think of professional advisors (audit partners, lawyers, corporate finance advisors or managing consultants) you have worked with. Their job entails a lot of business development and meeting people in similar industries. They will know more and be a position to mention your availability more than you think. An introduction or recommendation from a trusted advisor carries a lot of weight, so make sure you make the most of these people in your network - keep them informed if you're on the lookout for a new challenge.

Utilise all your networks to your advantage

The more people who know you are looking for a new role, the more opportunities that will come to you. So where possible, use both your traditional and professional networks to your advantage. The world can work in mysterious ways, so do not be afraid to utilise that professionally.