Employing Part-Time Professionals in 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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Part-time employment continues to play an important role within UK businesses, and the accountancy and finance sector is no exception.

From transactional finance teams to senior-level specialists, part-time working arrangements can offer organisations flexibility while enabling access to highly skilled professionals. However, as with any resourcing strategy, there are both advantages and considerations to take into account.

The benefits of employing part-time finance professionals

Managing costs effectively

In finance functions where workload fluctuates or does not justify a full-time position, employing someone on a part-time basis can be a cost-effective solution. This is particularly relevant for roles such as Management Accountants, Finance Managers or specialist project-based positions where output can be delivered within reduced hours.

Attracting and retaining high-calibre talent

Several figures standing around a red circle, collaborating on strategies for attracting new staff members.

Flexible and part-time opportunities can significantly widen the talent pool. Experienced finance professionals returning to work after a career break, parents seeking improved work-life balance, or senior individuals looking to reduce hours later in their career often bring substantial technical expertise and commercial insight. Offering part-time or flexible working can therefore support both attraction and long-term retention.

Operational flexibility

Part-time arrangements allow finance teams to scale resources in line with business demand. Hours can be structured around month-end, year-end, audit cycles or specific projects. Options may include reduced daily hours, fixed working days, term-time contracts or job share arrangements, all of which can be tailored to business needs.

Improved morale and productivity

Introducing part-time support can reduce pressure on full-time employees, particularly where teams are stretched during busy periods. This can help manage workloads more effectively, reduce reliance on overtime and support overall morale within the finance function.

Considerations when employing part-time staff

Additional costs and planning

Image of a dollar sign on paper alongside pencils and a calculator, illustrating part-time staff employment costs.

While part-time employment can reduce salary costs, employers should consider associated expenses such as training, benefits and onboarding time. These need to be factored into workforce planning to ensure the role delivers value.

Recruiting for Part-Time Finance Roles

Before recruiting, employers should assess whether a role is suitable for part-time working.

Define objectives and outcomes

Clarify what the role needs to deliver and how long each responsibility is likely to take. This helps determine whether objectives can realistically be achieved within reduced hours. A clear role specification outlining required technical skills and personal attributes is essential.

Determine working patterns

Consider whether certain tasks must be completed on specific days or at fixed times, such as reporting deadlines or stakeholder meetings. This will help establish how much flexibility is possible and whether a part-time-only or job-share arrangement is most appropriate.

Tailor the recruitment process

Visual representation of tailored recruitment processes and business workflows for effective hiring strategies.

Part-time opportunities can attract candidates who may not consider a full-time role. Make the recruitment process accessible by scheduling interviews on relevant working days and clearly communicating flexibility from the outset.

Managing Part-Time Finance Employees

Clear and inclusive communication

Ensure part-time employees receive all key communications, even when they are not in the office. This may involve using email, messaging platforms or follow-up calls. For meetings or briefings, consider holding sessions at times that enable all team members to attend or providing alternative options.

Flexibility and expectations

Agree in advance whether part-time staff can work additional hours during peak periods or attend meetings outside their normal schedule. Clear expectations help avoid misunderstandings and ensure consistency.

Access to training and development

Part-time finance professionals should have equal access to training, development and progression opportunities. This may involve adapting delivery methods, such as condensed sessions or blended learning approaches.

Fair Treatment of Part-Time Employees

Part-time workers must be treated equally to comparable full-time employees performing similar roles. This includes:

Salary and pay rates (pro rata)
Access to pension schemes
Training and career development opportunities
Consideration for promotion
Statutory and enhanced family leave entitlements
Pro rata contractual benefits, including annual leave

When implemented thoughtfully, part-time working can be a highly effective resourcing strategy within accountancy and finance teams. By clearly defining role requirements, maintaining open communication and ensuring part-time professionals are fully integrated and supported, organisations can access valuable expertise, improve workforce flexibility and build resilient finance functions that are well equipped to support long-term business objectives.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield, our experienced consultants work closely with businesses across Yorkshire and beyond to deliver tailored recruitment solutions.

Contact us today to discuss your finance recruitment needs.