Choosing the Right Referees: A Guide for

Sharp Consultancy’s Salary Survey 2026/27: Finding the Best Talent in a Competitive Yorkshire Finance Market

Over the past 12 months, the Yorkshire finance and accountancy employment market has entered a relatively stable period following several years of volatility and rapid salary inflation.Hiring activity remains consistent across most finance disciplines, however employers are adopting a more cautious and measured approach to permanent recruitment, likely borne from the economic uncertainty businesses are navigating. As a result, there has been a wider increase across interim hires and salary movement has become more controlled with recruitment processes taking longer than in previous years. Despite this stabilisation, skills shortages continue to be a defining feature of the market. This is particularly evident between the qualified and senior level, where replacement hiring in key roles continues to exceed the available candidate pool and the data reflected in this salary survey aligns closely with what we are seeing daily across the Yorkshire finance market. While hiring volumes have levelled out, the underlying challenge remains unchanged: demand for high-quality finance professionals continues to outweigh supply. What the data does not always fully capture, but we have seen consistently across the market, is the increasing complexity behind each hire. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions. This has resulted in longer recruitment timelines, narrower shortlists and a growing reliance on trusted market insight to secure the right individuals. Across the candidate market we are seeing a more selective approach to new opportunities. Job seekers are making increasingly considered career decisions, weighing role scope, leadership quality, flexibility and long-term opportunity alongside salary. Many of the strongest candidates are not actively applying for roles, which means traditional, employer led recruitment strategies are no longer sufficient. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions.This is where a relationship-driven recruitment partner becomes vital. At Sharp Consultancy, and through our work with our executive division - The CFO Partnership - our long-standing relationships across the South Yorkshire finance community allow us to engage with high-performing talent that is not always visible to the wider market. Our understanding of both client environments and individual career motivations enables us to make introductions that are aligned not just on skills, but on culture, ambition and long-term fit. In a market where salary growth is increasingly controlled and competition for talent remains intense, our ability to advise, challenge and guide both clients and candidates is vital. Recruitment partnerships built on trust, transparency and deep market knowledge are what ultimately ensure the best outcomes - securing the right talent for our clients, and the right opportunities for the candidates we represent.

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Selecting the right referees is a crucial step in securing your next role in accountancy and finance.

After investing time and effort into interviews and positioning yourself as the ideal candidate, the last thing you want is for a poorly chosen reference to undermine your application.

Here’s how to approach references strategically and professionally.

What is a reference—and why does it matter?

A person typing on a laptop, with the screen displaying job references in text format.

In finance recruitment, references act as a trusted third-party validation of your experience, performance and professionalism.

For employers hiring into roles where accuracy, integrity and reliability are essential, references provide reassurance that you have delivered in previous positions and can be relied upon in a new environment.

What will employers typically ask?

When providing a reference, previous employers will usually confirm key factual details such as:

Employment dates
Job title and responsibilities
Overall performance
Attendance and conduct
Reason for leaving
Whether they would rehire you

In many cases—particularly within larger organisations—references may be purely factual. However, they must always be fair and accurate.

How many references do you need?

Typically, you’ll be asked to provide at least two referees.

One should usually be your current or most recent employer, although this is often only contacted once an offer has been made. In most applications, it’s acceptable to state “references available on request” until you reach the later stages of the recruitment process.

Who should you choose?

In accountancy and finance roles, credibility is key.

A pair of glasses on a paper alongside a pen and a book, indicating a focus on job references and professional documentation.

Your referees should be individuals who can confidently speak about your technical ability, reliability and contribution to the team. This could include:

Direct line manager
Finance Manager, Financial Controller or Finance Director
Team leader or departmental head
A senior colleague or stakeholder you’ve worked closely with

While your line manager is often the most suitable option, it’s not essential—as long as the person you choose has strong, relevant insight into your work.

Always ask permission first

Never list someone as a referee without speaking to them in advance.

This gives them the opportunity to prepare and ensures they are comfortable providing a positive and informed reference. It’s also good practice to keep them updated—particularly when you are close to securing a new role.

What details should you provide?

Make sure you supply accurate and up-to-date contact information for each referee, including:

Full name
Job title and company
Relationship to you
Email address and phone number

In finance roles, where compliance and background checks can be more thorough, ensuring accuracy here is especially important.

Choosing a second referee

If you’re unsure who to use as an additional referee, think about someone who knows your work well in a professional context.

This could be a previous employer, colleague, client, or even a tutor if you’ve recently completed an accountancy qualification. The key is that they can speak credibly about your skills, work ethic and progression.

Avoid personal contacts such as friends or family—employers will be looking for objective, work-related feedback.

Finish on a professional note

Two men in business attire seated at a table, engaged in a discussion, one identified as a manager.

Once your references have been provided, it’s important to follow up.

Thank your referees for their support and let them know the outcome of your application. Maintaining these relationships is valuable—particularly in the accountancy and finance sector, where professional networks often play a key role in future opportunities.

At Sharp Consultancy, we support finance and accountancy professionals at every stage of the recruitment process—from CV advice through to interview preparation and offer management. With specialist expertise across temporary, interim and permanent roles, we help candidates present themselves in the best possible light.

If you’re preparing for your next move and would like tailored guidance, get in touch with our team for expert advice.