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From Leading Shared Services to Supporting SEND Families – Meet Samantha Ryan

​When it comes to shared service management, Samantha knows her stuff.With a career built on navigating fast-paced change, leading high-performing teams, and staying two steps ahead of the next big thing in business ops, she’s seen (and solved) it all. But Sam’s talents don’t stop at spreadsheets and strategy—she’s also the author of SEND Help!, a heartfelt and practical guide for parents navigating the world of Special Educational Needs.In this Q&A, Liam O'Flaherty sat down with Samantha to chat about the reality of leadership in shared services—what it takes to thrive, what’s changing fast (spoiler alert: AI is knocking at the door), and why staying human in the digital age might just be the most powerful skill of all.Whether you're eyeing your first step into a shared services role or already deep in the trenches, Samantha’s insights are refreshingly honest, full of warmth, and packed with practical takeaways. Let's dive in.​What do you think future leaders should prioritise or focus on most in order to successfully make themselves appointable as a shared service manager?I think it’s less about ticking off qualifications and more about showing you can actually lead people through mess and change. You need to be someone who stays calm under pressure, communicates clearly, and isn’t afraid to get stuck in. If you’re the kind of person who sees a knot and wants to untangle it, you’re probably halfway there already. When leading a shared services team, you need to have one eye on how your operation is running right now and the other eye on what’s coming down the pipeline - the next new technology or shared services operating strategy. Curiosity is key to ensuring you always stay abreast of emerging technology and ways of working.​What are both the best and the most challenging aspects of being a shared service manager of a fast paced business?The best bit is the variety - you’re never bored. You get to fix things, improve how stuff works, and genuinely help people. I have always found great joy in my work and being of service to others, whether that’s leading a shared service team, a purchase to pay department or as a global process owner. The hardest part? There’s always something going on. Priorities change quickly, and you have to juggle a lot without dropping the ball. It can be exhausting some days, but also really rewarding when you get it right​What are your opinions about the relationship between a shared service manager and the CFO and CEO? What is critically important in building a successful partnership and providing the right support to the CEO/CFO?Trust is everything. They need to know you’ve got the detail covered, that you’ll flag issues early, and that you’re not sugar-coating anything. It’s also about understanding what keeps them up at night and making sure the shared service function isn’t adding to that. You’ve got to be steady, honest, and clear with no fluff.​What new key skills or attributes do you think the next generation of shared service managers are going to need to develop?Flexibility and digital confidence. Things move quickly now, and you’ve got to be open to learning new systems, new ways of working, and even letting go of old ways that aren’t cutting it anymore. People skills still matter too, probably more than ever. This current generation expect a work/life balance and flexibility – neither of which are bad things. So, ensuring you understand the needs of your team and the culture of your workforce is essential.​Are new technologies like Artificial Intelligence having much of an impact on your role as shared service manager yet? What impact do you think they will have over the next few years?Absolutely, AI has arrived. The key is to understand it, leverage it and not be afraid. AI can be really useful to shared service teams. Some of the repetitive stuff is getting automated, which is a win if it means teams can focus on the work that really needs a human brain. Over time, I think we’ll lean on AI more and more. It’ll still need people who understand the bigger picture and can spot when something doesn’t feel right. Shared Service leaders need to embrace AI and make it work effectively for their business.​Is it possible to maintain a reasonable work life balance at shared service manager Level or do you have to accept that there will be personal sacrifices in order to progress to that level?Honestly? There are busy seasons and tough patches where balance goes out the window. But I do think it’s possible overall, you just have to be clear with yourself (and others) about what’s non-negotiable. I’ve learned not to feel guilty about switching off, because you can’t pour from an empty cup.​Away from core knowledge, what personality traits have been critical to your success as a shared service manager? Are these natural or have you worked on developing them?Patience, humour, and the ability to stay calm when things get chaotic. Some of that’s just who I am, but I’ve definitely had to work on things like not taking things personally and learning to pick my battles. It’s a people-heavy role, so you need thick skin, but also empathy. What is the one single best piece of advice you were given early in your career that still holds true today?“Don’t wait to feel ready - just start” and “dress for the job you want, not the job you’ve got” (I actually think I first heard that on a Jennifer Aniston movie years ago!). I’ve learned that you grow into roles, not the other way round. Don’t wait to be asked to step forward in your role. Go that extra mile. Say yes, even if your voice trembles as you say it. Most people are winging it to some degree anyway.  In ConclusionSamanthas’s approach to leadership is the kind we all wish we worked with—real, grounded, and refreshingly human. From embracing AI to keeping empathy at the centre of decision-making, she reminds us that successful leadership isn’t about having all the answers—it’s about staying curious, stepping up, and staying calm when things get chaotic.Whether you're at the start of your shared services journey or eyeing your next big promotion, there’s something in Samantha’s story for everyone. And if you’re juggling a demanding role with life outside of work (who isn’t?), her reflections on balance, boundaries and being brave even when you’re not 100% ready hit just the right note.If you want to explore more of Samantha’s world beyond shared services, check out her brilliant book SEND Help!—a thoughtful, empowering guide for parents supporting children with Special Educational Needs. Because just like in business, when we work together, support each other, and lead with heart, amazing things happen.​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.​

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How to Address Employment Gaps on Your CV in Accountancy & Finance

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In today’s competitive accountancy and finance job market, it’s important to remember that almost every professional will experience an employment gap at some point in their career.

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A break between roles is not automatically a red flag for a prospective employer — in fact, when explained clearly, it can often reflect positively on you as a candidate.

That said, it’s never advisable to disguise or “stretch” dates on your CV to hide a gap. Hiring managers, particularly in finance, are adept at spotting inconsistencies. If your timeline doesn’t add up, it may raise more questions than it answers, and you could risk undermining trust before you even reach the interview stage.

Equally, leaving a gap unexplained can cause concern. Employers don’t want to be left guessing, so a professional, concise, and honest explanation will always work in your favour.

Common Reasons for Career Gaps — and How to Frame Them

1. Redundancy
In the current economic climate, redundancies are affecting talented finance professionals at all levels, from Assistant Accountants to Finance Directors. If you’ve been made redundant, highlight how you’ve used your time productively — for example, undertaking professional development such as ACCA/CIMA modules, gaining new software skills (e.g., Sage, SAP, or Power BI), or applying your expertise in a voluntary or consultancy capacity.

2. Parental or Caring Responsibilities
Time taken for maternity or paternity leave, or to care for a family member, is common and typically requires minimal detail. Simply outline the period in question and, where relevant, mention how you kept your skills up to date, perhaps through part-time study, bookkeeping, or staying engaged with industry updates.

3. Travel or Career Breaks

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Many finance professionals take time out for travel, relocation, or personal projects. Unless there are multiple breaks after short stints in employment, most employers will view this positively — especially if you can link your experiences to transferable skills such as independence, organisation, adaptability, and problem-solving.

4. Health-Related Gaps
If illness or injury kept you out of the workplace for an extended period, you don’t need to go into detail on your CV. Instead, focus on reassuring potential employers that you are fully ready and motivated to return to work, particularly if the break was recent.

5. Sensitive Situations
If your departure from a role was due to performance issues, restructuring, or other challenging circumstances, be prepared to explain this briefly and professionally if asked at interview. On your CV, keep it simple and emphasise how you’ve used the time since then to upskill and refocus your career.

Why Honesty Matters in Finance Recruitment

In accountancy and finance, integrity and accuracy are non-negotiable qualities. Employers expect candidates to demonstrate these traits from the outset — and your CV is your first opportunity to do so. Addressing employment gaps openly and confidently not only shows professionalism but also reinforces the trust that is essential in finance roles.

Partnering with Experts in Your Job Search

At Sharp Consultancy, we specialise in connecting temporary, interim, and permanent finance and accountancy professionals with leading employers across Yorkshire and beyond. From newly qualified accountants to senior finance leaders, we offer expert advice to help you present your CV in the best possible light — including how to address career gaps without undermining your application.

With offices in Leeds and Sheffield and decades of experience recruiting for roles such as Management Accountant, Financial Controller, Finance Business Partner, and CFO, our consultants have the market insight and connections to help you secure your next opportunity.

Contact us today to discuss your career goals and take the next step towards your next accountancy or finance role.

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