How to Secure Top Accountancy and Finance Talent

FRS 102 Revised Seminar Brings South Yorkshire Finance Leaders Together

In collaboration with Shorts Chartered Accountants, we recently hosted a seminar for senior finance professionals from across the region.The event brought together a number of Finance Directors, Financial Controllers and senior leaders from across the region for a morning of insight, discussion and networking over breakfast. It was a pleasure to welcome so many familiar faces, alongside new contacts, reflecting the strength and depth of the Yorkshire finance community. The seminar was presented by Howard Freeman, Audit & Accounts Partner, and Andy Ryder, Corporate Finance Partner at Shorts. We are extremely grateful to both speakers for sharing their time and expertise, and for delivering a clear, practical overview of the forthcoming changes to FRS 102, which came into effect on 1 January 2026 and are expected to impact a significant number of UK businesses. The session explored what is changing and why, particularly in relation to lease accounting and revenue recognition, and considered what the updates mean in practice for finance teams and business leaders. The speakers also addressed the new reporting requirements under FRS 102, the potential impact on EBITDA and valuation methodologies, and the key considerations for organisations as they prepare for implementation. Rather than focusing purely on technical detail, the seminar encouraged broader discussion around readiness, communication with stakeholders and the commercial implications of the changes. This led to a highly engaged Q&A session, with attendees sharing perspectives and experiences from their own organisations. At Sharp Consultancy, we are committed to supporting the finance community beyond recruitment alone. Events such as this form part of our ongoing effort to create opportunities for connection, knowledge-sharing and professional development among senior finance professionals. We would like to extend our sincere thanks to Shorts for partnering with us on this event, and in particular to Howard and Andy for delivering such an informative and thought-provoking session. We are also grateful to everyone who attended and contributed to the discussion. We look forward to hosting further events in the coming months and continuing to work closely with our network of finance leaders across the region.If you would like to discuss how these changes may impact your finance team, or if you are considering strengthening your leadership function, please contact us for a confidential conversation.

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A shortage of high-quality finance professionals can quickly undermine even the most carefully planned recruitment strategy.

While candidate availability can fluctuate, one thing remains consistent: the strongest accountancy and finance professionals are always in demand and rarely on the market for long. To secure the right people, organisations need a focused, efficient and well-informed approach to recruitment.

Define the role clearly and competitively

High-calibre finance candidates are ambitious and commercially minded. When shaping a role, look

Job definition and description on a notebook with a pen and paper, set against a bright yellow background.

beyond immediate technical requirements and consider what will genuinely appeal to someone at that level. Clearly outline opportunities for progression, exposure to senior stakeholders, project involvement or future leadership responsibilities. A well-defined role with a compelling career narrative will stand out in a crowded marketplace.

Understand the market

Effective recruitment starts with strong market insight. Research current salary levels, benefits packages and working patterns being offered for comparable finance roles within your region and sector. Benchmarking against competitors will help ensure your offer is realistic and competitive. In skills-short areas such as qualified accountants, systems specialists or interim finance professionals, organisations may need to show flexibility to secure the right expertise.

Make recruitment a priority

Recruitment is time-intensive, particularly for specialist finance roles. Delays, rearranged interviews or rushed meetings can send the wrong message to candidates who may already be juggling multiple opportunities. Allocating sufficient time to interviews and ensuring decision-makers are fully engaged demonstrates commitment and professionalism — two factors highly valued by experienced finance candidates.

Streamline the recruitment process

Lengthy or disjointed hiring processes are one of the most common reasons candidates disengage. While multiple interview stages may be necessary, internal decision-making should be as efficient as possible. Involve key stakeholders early, provide prompt feedback and communicate next steps clearly to maintain momentum and candidate confidence.

Work closely with your recruitment partner

An experienced accountancy and finance recruitment specialist can provide invaluable insight throughout the process. They will share candidate feedback, advise on salary expectations and highlight any competing opportunities. Importantly, they also manage communication during periods of internal delay, helping to keep preferred candidates engaged and informed.

Make a compelling and well-rounded offer

While most candidates will expect an uplift on their current salary, the overall package is equally important. Benefits such as flexible or hybrid working, enhanced pension contributions, additional holiday allowance and wellbeing initiatives are increasingly influential in decision-making. Offers should be competitive, commercially sensible and reflective of the value the individual will bring — while remaining mindful that counteroffers are a common feature of the finance recruitment landscape.

A woman and man shake hands at a desk, marking a job offer in finance and accountancy.

Act quickly and communicate clearly

Once a decision has been made, issue written offers promptly. Many candidates will not resign without formal documentation, and delays can introduce unnecessary risk. During notice periods — which in finance roles can range from one to three months — regular communication helps maintain engagement and reinforces the positive candidate experience. Where possible, early introductions to the wider finance team can also support a smoother onboarding process.

By taking a structured, informed and proactive approach to recruitment, organisations can significantly improve their ability to attract and retain high-quality accountancy and finance professionals. Clear role definition, realistic market benchmarking and strong communication throughout the hiring process all play a critical role in securing the right talent. Partnering with a specialist finance recruiter can provide valuable insight, reduce risk and ensure you remain competitive when it matters most.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent accountancy and finance professionals. With offices in Leeds and Sheffield, our highly experienced consultants support organisations across Yorkshire and beyond, providing market insight and tailored recruitment solutions.

Contact us today to find out how we can help you secure the finance talent your business needs.

How to Secure Top Accountancy and Finance Talent in a Competitive Market