Struggling to Secure Finance Talent? Five Reasons

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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Securing high-calibre accountancy and finance professionals can be challenging at any time — particularly when experienced candidates are often managing multiple opportunities at once.

If your preferred candidate has declined your offer, it is rarely down to one single factor. However, there are clear, practical steps you can take to strengthen your position and secure the talent your finance function needs.

1. A Slow Recruitment Process

In the accountancy and finance market, strong candidates — whether Financial Controllers, Finance Managers,

A group of people examines a recruitment diagram highlighting the slow recruitment process.

Management Accountants or Qualified Accountants — are typically in high demand. Delays between interview stages, prolonged decision-making or uncertainty around next steps can quickly r

esult in candidates accepting alternative offers.

What you can do:

Ensure your recruitment process is structured, efficient and led by key decision-makers from the outset. Clear timelines, prompt feedback and decisive action demonstrate professionalism and commitment — qualities that matter to finance professionals assessing their next move.

2. Uncompetitive Salary Levels

The Yorkshire accountancy and finance market remains commercially focused and well-informed. Candidates understand their market value, particularly those with in-demand skills such as technical reporting expertise, commercial finance experience or sector-specific knowledge.

While salary is rarely the only motivator, an offer that sits below market expectations can weaken your position — especially if a counteroffer from their current employer is likely.

What you can do:

Benchmark salaries against comparable finance roles within your sector and region. Specialist insight is invaluable here; understanding current market trends, availability of talent and skill shortages allows you to position your offer competitively and realistically.

3. Limited Benefits and Incentives

Wooden cubes with icons of individuals and families, representing the challenges posed by insufficient employment benefits.

Today’s finance professionals look beyond base salary. Enhanced pension contributions, bonus structures, hybrid working arrangements, private healthcare and wellbeing initiatives can all influence a final decision.

A well-considered package signals stability, investment and long-term thinking — attributes that resonate strongly within the accountancy profession.

What you can do:

Regularly review your benefits offering and consider what will appeal to the level of hire you are making. Senior finance leaders may value performance-related incentives and strategic influence, while part-qualified or transactional candidates may prioritise study support and structured development.

4. Inflexible Working Practices

Flexible and hybrid working is now firmly embedded across many finance functions. Candidates increasingly expect clarity around working patterns and autonomy.

Organisations that remain rigid in their approach may find themselves at a disadvantage when competing for skilled professionals.

What you can do:

Develop a clear and consistent flexible working policy that balances operational needs with employee expectations. Transparency around this from the first conversation builds trust and strengthens engagement.

5. Lack of Clear Career Progression

Ambitious finance professionals are focused on progression — whether that means stepping into leadership, broadening commercial exposure or gaining experience in strategic decision-making.

People with briefcases navigate a staircase, illustrating the obstacles to achieving career growth.

If candidates cannot see how the role supports their long-term goals, they may look elsewhere.

What you can do:

Clearly articulate the development pathway within your organisation. Outline leadership opportunities, mentoring, project exposure or succession planning. Demonstrating how the role contributes to the wider business strategy can significantly enhance its appeal.

At Sharp Consultancy, we specialise exclusively in the recruitment of accountancy and finance professionals across Yorkshire and beyond. From part-qualified and transactional roles through to senior leadership and executive appointments, we provide tailored recruitment solutions across permanent, interim and temporary markets.

With offices in Leeds and Sheffield, our experienced consultants combine deep local knowledge with sector expertise to support businesses in securing the right finance talent at the right time.

If you would like to discuss your current hiring plans or gain insight into the Yorkshire finance market, contact our team for a confidential conversation.