Starting a New Job Remotely: How to Get it Right

Sharp Consultancy's Salary Survey 2025/26: Resetting the Landscape: Strategic Shifts in Finance Recruitment

It would be remiss not to start by addressing the elephant in the room — 2024 was a challenging year.While there were many reasons for this and numerous industries were affected, recruitment likely bore the brunt of it, particularly in the 6 months post-election(s).Whilst key roles and critical hires remained unaffected, certain head counts and processes were scrutinised and investment paused with internal restructures and automation utilised to reduce costs, in some instances, at the expense of employees. We subsequently saw an increase in candidate activity, with the talent pool strengthening. As those pressures eased in Quarter 4, recruitment processes saw improvement and green shoots have emerged. Optimism is on the rise in key hiring processes, albeit with a caveat. The cloud of additional cost increases in April, which is still dissipating. The senior finance and C-Suite market remains relatively unaffected, both regarding opportunities and candidates, it is the levels below that we have seen more change. In the evolving landscape of working dynamics, the volume of hybrid working is gradually waning despite sustained interest from candidates, presenting fewer job opportunities. While the blend of office and remote work remains desirable, it is no longer the predominant factor, indicating a notable shift in priorities for clients and candidates’ acceptance alike. Conversations with candidates underscore a growing desire around the importance of having a supportive mentor or manager and many professionals are increasingly open to a full-time return to the office if it guarantees enhanced guidance and avenues for professional advancement. "The salaries throughout transactional finance have stabilised across the region."Throughout the professional practice market, some similar trends have been observed but there have been noticeable differences in the past year. Salaries across the range of candidates in professional practice, from AAT to fully Qualified (ACA/ACCA) individuals are still rising and those firm’s able to offer competitive salaries alongside stronger training contracts are beating out the competition in a candidate market with a growing focus on study support packages and career advancement opportunities for Part-Qualified candidates, indicating an increase in demand from employers and the volume of available job seekers. The salaries throughout transactional finance have stabilised across the region, in what feels like the longest period of stability seen since Q4 2020 and we expect transactional finance salaries to remain stable throughout 2025/26, with anticipated salary increments to be moderate compared to the significant increases observed throughout the last 2 years. AI & Systems (process automation) continues to impact accountancy and finance, in particular, across larger functions but this has increased the need for wider interim support to assist with the transition and implementation especially with large, automated processes. Whilst 2025-26 will not be the same marketplace for recruitment as seen in previous years, there is certainly a growing level of optimism and whilst a more settled market may be seen as a negative in some areas, for those that have weathered the peaks and troughs over a longer period of time, it will feel very normal and a strong setting for both employees and employers to take advantage and thrive, with an increasing emphasis on growth and development.Download the full Salary Survey here!

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As remote and hybrid working models become increasingly commonplace, the way businesses welcome new employees has had to evolve. For professionals in finance, accountancy, and recruitment, starting a role remotely brings unique challenges—but also opportunities to rethink and refine the onboarding experience.

A structured induction process is more important than ever. It not only helps new starters feel supported and informed from day one, but also ensures they can quickly integrate into the team and begin contributing effectively—regardless of location. Whether you’re onboarding a new recruit or stepping into a role yourself, this guide outlines practical steps to help create a smooth and confident start in a remote working environment.

A laptop and a cup of coffee on a desk, creating a cozy work-from-home setup.

Maintain a Structured Induction Process

As businesses adjust to new ways of working, many new employees are beginning their roles remotely. Whether you’re joining a company or welcoming a new recruit in the finance, accountancy, or recruitment sector, it’s important to approach those first few days with structure and clarity.

While the situation may be unusual, employers should still aim to follow their standard induction process as closely as possible:

Send welcome documents in advance so the new employee can read up ahead of their first day.
Create an introduction schedule so they can ‘meet’ key team members via video calls (Zoom, Google Meet, etc.).
Provide all login credentials and user guides they will need, including a list of useful contact numbers or emails for support.
Share key dates and meeting times and arrange regular check-ins during the first week to address early questions or concerns.
Prepare a simple “how we work together” guide that explains preferred communication channels, report formats, and working expectations.

Tips for New Employees Starting Remotely

Starting any new job can be daunting—especially in finance and accountancy roles where attention to detail and process matters. Doing so remotely can add extra pressure, but with the right approach, it can still be a smooth and positive experience.

Here’s how to prepare for success:

Make a great first impression – dress smartly, set up a quiet and professional workspace, and be ready at your desk on time.
Plan your day – consider whether you need to adjust your regular working hours and discuss these with your line manager early on.
Review your induction materials and write down any questions before your first video or phone calls.
Test your login credentials and familiarise yourself with the systems, software, or platforms you’ll be using.
Clarify expectations – ask your manager what’s expected from you and agree on a communication plan to report on progress.
If managing a team, make early contact with each person, understand their current workload, where your support is needed, and how you want updates to be delivered.

Conclusion: Build the Foundations for Long-Term Success

Whether in accountancy, finance, or recruitment, starting a job remotely doesn’t need to feel disconnected. With a structured induction, open communication, and proactive planning, both employers and new employees can build strong working relationships from day one. By investing in a smooth onboarding experience, businesses can create confident, productive teams—no matter where they’re working from.

Sharp Consultancy is a specialist finance and accountancy recruitment partner for businesses across Yorkshire and the North East Midlands. With a deep understanding of the local market and access to a network of high-calibre professionals, we help organisations secure the talent they need to succeed. If you're looking to strengthen your finance team, FILL OUT THIS FORM or give us a call (0113 236 6300 / 0114 261 1700) speak to one of our expert consultants today and find out how we can help.