The Power of Long-Term Relationships in Recruitment
One of our core values at Sharp Consultancy is Relationships, and recently I was reminded exactly why that matters. We recently won a competitive recruitment tender with a key client across the region. Whilst our experience and market knowledge played a huge part, I genuinely believe the deciding factor was something much harder to replicate – trust. I've known the senior finance leader for several years before there was ever a recruitment project to discuss. During that time, we've met regularly for coffee, shared market insights, talked about the finance landscape and discussed the challenges businesses were facing. Most of these conversations didn't lead to a recruitment assignment, and that was never the point. For me, relationship building isn't about waiting for someone to have a vacancy, it's about being present, staying relevant and adding value over time. Sometimes that's sharing insight into the market, offering a different perspective on a hiring challenge or simply taking the time to understand what's happening in someone's business. These conversations build credibility long before there's a commercial opportunity. So, when the recruitment opportunity came around, I wasn't introducing myself or trying to prove we understood the business in a single meeting. We've already built that understanding over years of honest conversations and consistent support. We knew what was important to them, the challenges they faced and how they wanted to approach recruitment. Winning the work was a fantastic result, but more importantly, it reinforced what I believe great recruitment is all about. The best recruitment partnerships aren't built when a role becomes live, they're built in the months and years beforehand. Trust develops through consistency, honesty and a genuine interest in helping people succeed, not through one conversation or one successful placement. That's why Relationship is one of our values at Sharp Consultancy. Because when trust comes first, opportunities tend to follow. The piece of recruitment may have been the outcome, but the relationship was the foundation that made it possible.
As organisations continue to adapt their approach to flexible working, job sharing is becoming an increasingly attractive option within finance and accountancy teams.
For employers facing skills shortages, succession planning challenges, or a desire to retain experienced professionals, job sharing can offer a practical and effective solution.
From transactional finance and payroll positions through to qualified accountants and senior finance professionals, job sharing arrangements can help businesses access valuable expertise while supporting employees seeking greater flexibility.
What is Job Sharing?
Job sharing is a flexible working arrangement where two employees share the responsibilities, salary and benefits of one full-time position. Each individual works part-time hours, with pay and benefits typically allocated in proportion to the hours worked.
For finance functions, this can provide access to experienced professionals who may not be available for a traditional full-time role, helping businesses retain critical skills and knowledge within the team.
How Can Working Hours Be Structured?
One of the major advantages of job sharing is its flexibility.
Arrangements can be tailored to meet both business requirements and employee preferences. Common examples include:
One employee working Monday to Wednesday, with the second employee covering Thursday and Friday.
Both employees working three days per week with an overlap day to facilitate handovers and collaboration.
Split working patterns designed around key finance deadlines, reporting schedules or operational demands.
The most successful arrangements are those that ensure consistent coverage while maintaining clear communication between both employees.
Why Does Job Sharing Work for Finance Teams?
Finance departments often rely on continuity, accuracy and strong stakeholder relationships. A well-managed job share can deliver significant benefits, including:
Retaining Valuable Expertise
Many experienced finance professionals seek greater flexibility at different stages of their careers. Job sharing enables businesses to retain skilled employees who may otherwise leave the organisation.
Improved Business Continuity
Having two individuals familiar with the role can provide additional resilience during annual leave, sickness absence, month-end processes and year-end reporting periods.
Access to Complementary Skills
Two professionals may bring different strengths to the role, combining technical expertise, commercial awareness, systems knowledge or leadership experience that enhances overall team performance.
Increased Employee Engagement
Flexible working arrangements often contribute to improved job satisfaction, loyalty and long-term retention, reducing recruitment costs and staff turnover.
Recruiting Successful Job Share Candidates
When recruiting for a finance job share, technical capability remains important, but compatibility between the individuals is equally critical.
Employers should consider:
Communication style
Organisation and time management skills
Ability to document and hand over work effectively
Shared accountability for deadlines and deliverables
Complementary skills and experience
Whether recruiting Accounts Assistants, Management Accountants, Financial Controllers or specialist finance professionals, clear expectations should be established from the outset.
Managing a Job Share Effectively
Strong communication is the foundation of any successful job share arrangement.
Managers should ensure:
Clear ownership of responsibilities
Agreed handover processes
Consistent reporting lines
Shared performance objectives
Regular review meetings
Within finance functions where accuracy and deadlines are paramount, robust handovers and detailed documentation are particularly important to ensure continuity and minimise risk.
What Happens if One Employee Leaves?
One consideration for employers is that replacing one half of a job share arrangement can sometimes take longer than recruiting for a standard role, particularly if specific working patterns need to be maintained.
However, many organisations find that the benefits of increased retention, flexibility and access to experienced talent outweigh this challenge.
Is Job Sharing Right for Your Finance Team?
As the competition for skilled finance and accountancy professionals continues, employers are increasingly looking at alternative ways to attract and retain talent. Job sharing can provide access to experienced candidates who may not be available for traditional full-time positions while supporting employee wellbeing, engagement and long-term retention.
For businesses willing to embrace flexible working, job sharing could become a valuable part of a modern finance recruitment strategy.
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Sharp Consultancy specialises in the recruitment of finance and accountancy professionals across Yorkshire and the North of England. From Accounts Assistants and Management Accountants through to Financial Controllers, Finance Directors and CFOs, our specialist consultants recruit temporary, interim and permanent finance professionals across the full spectrum of accountancy and finance positions. Contactour team today to discuss your recruitment requirements or your next career move.
