MAKING A SUCCESS OF MANAGING YOUR TEAM REMOTELY

Attracting Top Finance Talent in South Yorkshire in 2026: Employer Strategies That Stand Out

Historically, the best finance professionals have not only been in high demand but have also had increasingly high expectations — and in today’s competitive South Yorkshire finance market, that reality is truer than ever. For over 33 years, Sharp Consultancy has been working closely with businesses across Sheffield, Doncaster, Rotherham, and Barnsley. In that time, we’ve witnessed firsthand how the landscape of finance recruitment has evolved. When it comes to attracting and securing top-tier finance talent, we know what works — and, perhaps more importantly, what doesn’t. Local Reputation Matters More Than Ever In South Yorkshire especially, local reputation counts. Candidates talk, and businesses talk. The region’s finance community is tightly knit, and news travels fast — both good and bad. Employers who invest in building a strong, authentic brand that reflects real employee experiences tend to win out. That means it’s not enough to simply advertise a competitive salary or an attractive job title. Modern candidates want to understand what life inside your business looks like — the day-to-day culture, the leadership style, and the opportunities for growth. Visibility through employee stories, community engagement, and transparent communication all help to create a reputation that draws people in rather than pushes them away. What Candidates Want in Today’s Market In 2026, the expectations of finance professionals have broadened significantly, particularly at the qualified level. While salary remains important, it’s no longer the sole deciding factor. In fact, some of the best offers we see accepted each year aren’t the highest in monetary terms — they’re the most considered and holistic. Top candidates want to join businesses that offer purpose, balance, and progression. They look for roles that align with their values and allow them to contribute meaningfully, while still developing their technical and commercial skillsets. If you want to attract the best, you must clearly articulate what sets your company apart — your Employer Value Proposition (EVP). Ask yourself: What makes working with you different? Is it access to senior leadership, commercial exposure, or involvement in exciting transformation projects? What development or training support do you offer? Are there structured pathways, mentoring programmes, or professional study sponsorships? How flexible are you? Can employees work hybrid schedules, compressed hours, or part-time to suit their lifestyles? What additional perks or benefits do you provide — from wellness initiatives to social impact days or volunteering opportunities? The most successful employers communicate these points clearly, consistently, and confidently — both during recruitment and throughout the employee lifecycle. The Need for Speed and Agility Another critical factor in attracting top talent is speed. In a fast-moving market, long or disjointed hiring processes can easily result in losing outstanding candidates. Strong finance professionals are rarely on the market for long, and delays at the offer or feedback stage can make the difference between securing or losing your preferred hire. Where possible, streamline your recruitment process. Ensure hiring managers are aligned on the role requirements, keep communication clear, and aim to deliver feedback promptly. Demonstrating decisiveness reflects positively on your business and reinforces the message that you value candidates’ time and enthusiasm. Transparency Builds Trust We’ve seen a notable shift in what candidates are asking during interviews. Increasingly, they want to know why a role is vacant. Is it due to growth, internal promotion, or turnover? A vague answer or a history of short-lived hires can quickly raise red flags. Conversely, when a company can confidently articulate its purpose, culture, and long-term vision, candidates engage more readily — and are more likely to accept offers. Our clients who have invested in defining and communicating these messages attract stronger pipelines of finance professionals, often before roles even go live. A clear, honest narrative about your organisation not only draws in talent but helps retain it too. Partner with a True Specialist If you’re looking to recruit the best talent in the market, the right partnership can make all the difference. Working with a true specialist who understands your business, your sector, and the nuances of the South Yorkshire market will save time and boost your hiring outcomes. At Sharp Consultancy, our clients benefit from: Pre-qualified shortlists of candidates who are thoroughly vetted for skills, culture fit, and long-term potential. Access to passive candidates, many of whom we’ve nurtured relationships with over years and who may not be actively searching. Honest feedback on your employer brand and market perception — so you can make informed improvements that strengthen future recruitment efforts. Because of our deep local networks, we often know when an outstanding finance professional is about to enter the market. That insight gives our clients a competitive edge in securing the very best talent before others are even aware they’re available. Going Beyond Recruitment Our role extends well beyond active recruitment. We pride ourselves on offering genuine consultative advice, including: Salary benchmarking and market insights Case studies from recent successful hires Ongoing check-ins and relationship management — not just when you have a live vacancy This proactive approach means that when you are ready to hire, we already understand your business, your values, and the type of people who will thrive in your environment. Contact Jack to Discuss Our Services-- Attracting the best finance talent in South Yorkshire takes more than a strong job spec and a competitive package. It’s about authenticity, agility, and alignment — knowing who you are as a business, what you stand for, and who you want to work alongside. After more than 30 years supporting companies across the region, Sharp Consultancy continues to help employers build finance teams that not only perform — but stay, grow, and make a real impact.

Read article

Communicate, Communicate, Communicate

Your team won’t be able to pick up on the verbal and non-verbal cues that help you – and them – judge the status of certain projects. In remote finance or accountancy roles, this is especially important. Encourage and initiate regular communication and one-to-one calls so there is agreement about what the key priorities are for the day.

Arrange Regular Team Briefings and Catch-Up Calls

Ensure regular briefings take place by arranging one-to-one calls and conducting team meetings via Microsoft Teams, Zoom or Google Meet Hangouts. In the recruitment industry and finance sector alike, using available technology effectively is key. Make sure your team can access and understand the digital resources that have been put in place. Encourage feedback from your team – which leads nicely into the next tip.

Be Realistic in Your Expectations

Appreciate that it might not be possible for someone to work to their usual pattern throughout the week. Employees in accountancy or finance jobs with children may be facing additional pressures on their time. Ask what is feasible and, where reasonable, be flexible in how they are structuring their working times.

Focus on Outcomes

Shift your focus to agreeing on the outcomes that are expected for each person, rather than concentrating on ‘working hours’ or the time taken to complete particular tasks. In recruitment roles, this might mean setting targets for candidate outreach or client engagement. Agree on suitable deadlines and be clear on your expectations about how and when you need to be updated.

Trust Your Team

It is unlikely that every person will currently be able to undertake all aspects of their role in the same way. Place your trust in them – whether they’re in accountancy, finance, or recruitment roles – that they are aware of what needs to be done. Working parents may need to adjust their day to incorporate schoolwork and childcare, which could see tasks being undertaken earlier in the morning or later in the evening than usual.

Employee Wellbeing is Vital

Working from home can be tough, and the sense of loneliness and isolation can be especially challenging. Many people in accountancy and finance jobs may be experiencing their own stresses and concerns relating to their families or financial situation. Encourage your team to be open and honest about any circumstances which could impact on their work.

Conclusion: Support Drives Success

The world of work continues to evolve, especially across the finance, accountancy, and recruitment sectors. By fostering strong communication, setting realistic expectations, and focusing on outcomes, you can build trust and resilience in your team. Above all, prioritising wellbeing will help maintain motivation and productivity, no matter where your team is based. With the right strategies in place, remote working can be a powerful and sustainable model for long-term success.

Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.