SUCCESSION PLANNING – HOW EQUIPPED ARE YOU FOR

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.

Read article

I am often asked, “what is the one thing that companies can do to improve their recruitment process?” And whilst my answer may sometimes vary depending on an organisation’s particular circumstances, there is one thing which stands out that every company no matter of their size, position within the marketplace or industry sector should give real focus to if they want to ensure greater success from their recruitment and retention efforts: succession planning.

When it comes to succession planning, it is often assumed that this primarily relates to the top job – the passing of the crown so to speak. But effective succession planning should run right throughout an organisation embracing leadership roles, management positions and ensuring that business critical skills are not lost from any area of the operation should an individual move on from the company.

There are numerous scenarios which can occur where it is vital that organisations have one eye on the future; retirement being one of the most obvious and in many ways most straightforward to plan for. However, the majority of situations that can arise will potentially do so with very little notice – a period of absence due to maternity or paternity leave, caring responsibilities, illness or staff moving onto new roles – and companies all too often find themselves in a position where they need to react.

There may be some operations, such as family-run businesses, where the succession routes may appear to be a little easier to navigate; however, these businesses are not without their challenges, should the natural successor harbour career ambitions of a different kind or the skills which are required for the next phase of development need to be sourced externally.

A key factor is recognising that the ‘job for life’ culture is not something which either employers or employees can rely upon. Unless, for example, you are talking about a shareholder in a business, there is very little by way of guarantees that a business owner can give an employee in relation to their long-term job security. Similarly, employers will need to wrestle with their own lack of certainty surrounding talented individuals potentially looking elsewhere for new opportunities to further their careers.

Planning an effective succession strategy can be a balancing act when it comes to weighing up the more immediate needs for the business with potential requirements for the future. However, by affording the matter more care and attention over a longer period of time - with the benefit of considering and reconsidering possible paths in light of changes to business operations - will result in a much more considered outcome than one where necessity and urgency have taken precedence.

Starting sensible conversations early will provide businesses with the opportunity to plan for a smooth transition well enough in advance of even the most out-of-the-blue departures. And it must be stressed that succession planning is not about ‘preventing’ people from leaving – it is about establishing and developing a culture which enables effective processes to deal with people leaving to put in place.

It is important to open channels for constructive conversations where both sides can feel they can be honest about what their career ambitions are and how and when they want to achieve these and what the goals and aspirations are of the business which could provide the opportunities for those to be realised. Nothing should be assumed – and whilst the lack of a completely clear path may cause unease for ambitious employees, it is vital not to over-promise and under-deliver in an attempt to secure their commitment to the organisation.

Taking a flexible approach is key; it may not be about finding that one individual that will step into another’s shoes – for example establishing a new divisional structure may provide opportunities to support talented employees’ career ambitions whilst strengthening the team at a senior level to take the business forward.And by ensuring that the right training and development programmes are in place, this will enable likely successors to harness skills and expertise and to foster their leadership skills in readiness for the future.

A succession plan should be flexible and ever-evolving, subject to ongoing discussions, revisits and adaptions as situations and circumstances change. And change is inevitable as factors from both within and outside a business influence its trajectory, however that change will be far easier to manage with a more successful outcome where there is a clear strategy firmly in place.

Sharp Consultancy specialises in the recruitment and executive search of finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for temporary, interim and permanent roles across the full spectrum of positions throughout Yorkshire and beyond. CONTACT US today and speak to a member of our team about your recruitment needs or next career move.