How to Run a Successful Interview for Accountancy

Jordan Motlib: Behind the Desk

In this edition of Behind the Desk, we sit down with Jordan Motlib, who joined Sharp Consultancy earlier this year after building his experience in FinTech recruitment. Now working across the qualified finance market, Jordan brings a fresh perspective shaped by his background in financial technology and his journalism degree — both of which have helped him develop the communication and relationship-building skills that are central to successful recruitment. Since joining the team, Jordan has quickly adapted to the finance and accountancy recruitment market, developing the technical knowledge needed to support both clients and candidates with confidence. In this interview, he shares his journey into recruitment, the lessons he’s learned so far, and the qualities he believes make finance professionals truly stand out in today’s market. Understanding the Journey: Personal Insights and Inspirations You joined Sharp Consultancy in early 2026 after several years in FinTech recruitment — what attracted you to moving into finance and accountancy recruitment? Moving from FinTech into accountancy recruitment felt like a natural progression, given both sit under the wider finance umbrella. Sharp also stood out to me because of its strong reputation in the market and the depth of relationships the business has built over time. Looking back, how would you describe the journey from university into recruitment? It’s definitely been a fast-paced and steep learning curve but certainly a rewarding one. A big part of my journalism degree was building rapport quickly which is a key transferrable skill that any recruiter needs. What’s been the biggest learning or adjustment since joining Sharp and working in this market? Definitely gaining a deeper understanding of the finance and accountancy landscape, particularly the different qualification routes. I have realised this is a market, more so than others, where credibility and knowledge are so important. Learning about the technical aspects has enabled me to be in a position where I am able to offer genuine insightful advice to both clients and candidates. Industry Perspective: Lessons and Approaches in Recruitment You work with qualified, newly qualified, and qualified-by-experience professionals — what qualities do you think make candidates stand out in today’s market? Technical ability is obviously important, but what really makes a candidate stand out is their attitude and mindset. Employers want people who are commercially aware and are proactive. My most recent interviews and placements have all been with candidates who are ambitious and looking to develop – if you can get this across in interviews you will do well. What advice do you find yourself giving candidates most often during their job search? You have to look at the bigger picture. Salary is obviously an important part of any job search, but it shouldn’t come at the expense of other key factors such as career progression, the people you’ll be working with, and the overall culture of the business. I’ve seen situations where someone moves for a slightly higher salary, only to be looking again 12 months later because there’s limited opportunity to develop or the environment isn’t the right fit. In my experience, candidates who take the time to think about where a role could take them in the long term, rather than focusing purely on the immediate offer, tend to be the ones who are happiest and most successful in their careers. Building strong relationships is a big part of your approach — what do you think makes a recruiter genuinely valuable to both clients and candidates? I think trust and honesty. A good recruiter should understand what candidates and clients are looking for, but what makes them truly valuable is the ability to give constructive feedback and provide deeper insight to the market. Being transparent and giving honest feedback makes the process so much more effective for everyone involved. Ultimately, the goal is to build relationships that go beyond just one placement and whilst that may sound cliché it’s genuinely at the forefront of how I operate. Fun and Light-hearted Rugby, football, cricket, golf — safe to say you’re a sports fan! If you had to pick one sport to play forever, which would win? Definitely golf. I do still play rugby and football but it’s definitely a lot more painful the next day. At least with golf I can play at my own pace and enjoy the 19th hole. What’s your ideal way to spend a day off? I love getting out to the Peaks whenever I can. There are loads of good walks and pubs to finish at. If you could watch any sporting event live anywhere in the world, what would be top of your list and why? It’s a toss up between day 4 of the Masters or the Boxing Day test at the MCG. But because of England’s terrible record in Australia, I’ll stick with the Masters. Whether he’s advising candidates on their next career move or supporting clients in finding the right addition to their team, Jordan is focused on building long-term relationships based on trust, transparency, and genuine insight. As he continues to grow his presence within the qualified finance market, his people-first approach and commitment to understanding the bigger picture will no doubt make a lasting impact across Yorkshire. We’re pleased to welcome Jordan to the team and look forward to seeing him progress. -- As Sharp Consultancy, we are committed to giving recruiters the support and platform they need to develop their careers — and we’re always open to conversations with those considering their next move. Get in touch if you’d like to find out more about Careers at Sharp.

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The interview process plays a critical role in identifying the right talent—but it’s not just the candidates who need to prepare. For employers looking to recruit high-calibre finance professionals—whether for a temporary, interim, or permanent role—it’s essential to approach interviews with structure, insight, and professionalism.

At Sharp Consultancy, we support organisations across Yorkshire with the recruitment of finance talent at all levels—from part-qualified accountants to Finance Directors (FDs) and Chief Financial Officers (CFOs). Here’s our guide to conducting an effective, professional interview that reflects positively on your business and helps you secure the right candidate.

A man and woman engaged in a handshake at a desk, representing partnership and mutual agreement in a professional setting.

Choose the Right Interview Format

When recruiting for finance roles such as Management Accountants, Financial Controllers, or Finance Business Partners, consider what interview format suits both the role and the stage of the recruitment process:

Phone interviews are great for early-stage screening.
Video interviews via Zoom or Teams work well when geography is a factor or for interim appointments.
Face-to-face interviews remain key for final-stage assessments and senior finance appointments.

Decide whether your process will follow a structured format, where each candidate is asked the same questions, or a more conversational approach tailored to the individual’s background.

Select the Right Interview Panel

The hiring manager—often a Finance Director, HR Business Partner, or Managing Director—should typically be involved in interviewing, especially for qualified or senior finance roles.

Remember: the interview is a two-way process. Choose interviewers who will positively represent your company culture, speak credibly about the team and wider business, and be enthusiastic about the opportunity.

Time It Right

Most first interviews for finance roles should last around 45–60 minutes, with more time given for second-stage or senior-level appointments such as Group Financial Controller or Head of Finance.

If you’re seeing multiple candidates in one day, build in buffer time between interviews to avoid running late or rushing through important conversations.

Plan the Practical Details

Ensure the location is professional, accessible, and welcoming. Whether interviews are taking place at your office or online, ensure that candidates receive clear instructions in advance:

Who they will be meeting
The expected duration
Directions, parking information, or joining links
Any supporting material they should bring (e.g., portfolio, case study presentation)

If interviewing in person, ensure someone is available to greet candidates and offer refreshments—it’s the small details that make a difference.

Be Fully Prepared

Have a printed or digital interview pack for each candidate, including:

A copy of their CV and cover letter
Any pre-interview exercises or assessments
Notes or feedback from other stages of the process

Preparation also signals professionalism and respect for the candidate’s time and effort.

Ask the Right Questions

A notebook with question marks and a pen, resting on a rich brown surface, inviting curiosity and thought.

To evaluate suitability, ensure you tailor your questions to the technical competencies, sector experience, and commercial awareness needed for the role.

Examples:

“How have you improved financial reporting processes in your current role?”
“Can you give an example of where your insight influenced a strategic business decision?”
“What are the key financial challenges facing our sector right now?”

Structured questions allow for comparison across candidates, while follow-up questions help explore their depth of experience.

Help Candidates Feel at Ease

Finance interviews can be high-pressure, especially for newly qualified candidates or those moving into their first management role. Set a positive tone:

Offer a drink
Start with small talk (“How was your journey?”)
Create a welcoming environment before diving into technical or competency-based questions

You’ll gain better insight into a candidate when they feel comfortable enough to be themselves.

Closing the Interview

Before wrapping up, give candidates a chance to ask questions—it shows engagement and gives them clarity.

Be transparent about next steps, timelines, and how/when they will hear back. Even if you're still deciding, maintain communication—finance professionals in demand won’t wait around without feedback, and you risk losing your preferred choice.

Always follow up with every candidate, whether successful or not. This reflects well on your employer brand and helps build a reputation as a professional, people-first organisation.

Need Support with Interviewing or Hiring Finance Professionals?

Sharp Consultancy is a specialist recruitment firm with a proven track record in placing high-quality accountancy and finance professionals across Yorkshire and the North.

Whether you're recruiting for a Finance Analyst, Qualified Accountant, or CFO, our experienced consultants in Leeds and Sheffield can help you attract and secure the right talent.

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, CONTACT US to speak to one of our expert consultants to find out how we can help.