A CUT ABOVE

How to Write a Winning CV as a Part-Qualified Accountant

Whether you’re halfway through your ACCA, CIMA, or ACA qualification, being a part-qualified accountant is a valuable position that opens doors to numerous opportunities...However, capitalising on those opportunities starts with one critical tool: a well-crafted CV. Your CV isn't just a list of previous roles — it’s a strategic marketing document. It's your chance to demonstrate to employers that although you're not yet fully qualified, you already deliver tangible value and have the potential to grow into a fully-fledged finance professional. Based on experience within the demanding and fast-growing part-qualified market, here are five essential elements your CV must include to stand out.1. Lead with a Powerful Personal StatementThis is the first impression — and one of the most important parts of your CV. A strong personal statement should make hiring managers want to read more. Your personal statement should cover: Your current qualification status (e.g., “ACCA part-qualified with 7 out of 13 exams completed”). Your professional ambitions and what drives you. Key strengths developed so far (e.g., process improvement, analytical thinking, stakeholder collaboration). Areas you’re eager to grow in. Tailor this section for each role you apply to. Show your enthusiasm for the specific opportunity and highlight relevant experience. Crucially, mention where you've added value — perhaps by streamlining a process, supporting a new project, or exceeding performance targets.2. Showcase Your Professional Experience with ImpactThe experience section is your chance to back up your personal statement with evidence. Avoid vague job descriptions. Instead, go into detail: Describe key processes you’ve worked on (include figures or financial details where possible). Highlight your role in cross-functional teams or collaboration with senior stakeholders. Focus on contributions you've made — especially in process improvements, efficiencies, or data-driven decisions. Rather than just listing duties, emphasise achievements. What did you deliver? What changed as a result? Who benefited from your input? Remember: employers in the part-qualified market want to see your potential and how you've already added value. 3. Highlight Transferable Skills and Tailor for Each JobIt’s easy to fall into the trap of sending the same CV to every job. Don’t. Tailoring your CV to each opportunity shows initiative and relevance. Start by thoroughly reading the job description. Identify what the employer is really looking for — and match that to your skills and experience. For example, if the role emphasizes SOX compliance, IFRS, or UK/US GAAP reporting standards, and you’ve had exposure to these, make it clear. If a job involves partnering with non-finance departments, highlight any experience communicating with cross-functional teams or presenting financial insights. Mention transferable skills such as: Problem-solving Analytical thinking Use of ERP systems Forecasting and budgeting support This shows you’ve not just read the job description — you understand what the company needs and the transferable skills and experience you have.4. Don’t Just List Technical Skills — Demonstrate ThemHiring managers don’t just want to see a list of accounting systems and tools you’ve used — they want to understand how you’ve used them. For each system (e.g., SAP, Sage, Excel, Power BI), include: What you used it for (e.g., “automated monthly reporting using Excel macros”). Any efficiencies or improvements achieved through its use. If you implemented or helped roll out a system or process, explain your role and the outcome. Example: "Developed a reporting dashboard in Power BI that reduced manual month-end reporting time by 30%, allowing the team to focus on variance analysis and forecasting." This showcases your technical ability and your contribution to the wider team.5. Include Key Achievements or Case Studies Using STAR In a competitive job market, including 2–3 concise achievements or mini case studies can elevate your CV. Use the STAR Method to structure them: Situation – What challenge or context were you working in? Task – What was your role or responsibility? Action – What steps did you take? Result – What was the outcome? Quantify it if possible. For Example: Situation: Month-end reporting was consistently delayed due to data inconsistencies. Task: Identify the bottlenecks and improve the workflow. Action: Collaborated with the data team to build an automated reconciliation process. Result: Reduced reporting time by 2 days and improved data accuracy, enabling earlier board review. Including achievements like this gives your CV personality and provides excellent talking points during interviews. Final ThoughtsBeing a part-qualified accountant isn’t a limitation — it’s a launchpad. The right CV will not only reflect your current abilities but also show employers your drive, value, and potential. To recap: Craft a compelling personal statement tailored to each role. Highlight achievements and value-adds, not just responsibilities. Tailor your CV to every application — make your skills match the role. Showcase your technical experience with real examples. Include 2–3 achievements using the STAR method to give your CV depth. With these elements, your CV won’t just get you through the door — it will set the tone for your progression toward full qualification and a thriving finance career. Visit Our Candidate Advice Pages HereLooking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.

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A desire to work with people led William Pleasance to enter the barbering industry but with a flair for sales and a commercially focused mindset, he has swapped clippers for CVs and is now forging ahead with career in a recruitment. We caught up with William – a consultant in our Leeds office – to find out more.

Tell us why you wanted to work in recruitment.

After leaving full-time education, I wasn’t fixed on a particular career path; I knew I wanted to work directly with people and after moving from barbering to business to business sales I was keen that my next move would allow me to partner both my commercial and people skill sets – recruitment was the natural choice.

Do you specialise in a particular area of recruitment?

Each consultant at Sharp has a particular area of expertise which allows us to fully immerse ourselves in the market and understand the key factors affecting recruitment at each level and across different geographic locations. I specialise in the permanent placement of part qualified to newly qualified finance professionals across the North and West Yorkshire working predominately with a client base of private businesses in all industries, excluding practice.

How is the current marketplace and what are your expectations for how the next 6-12 months will look?

The current market going into 2022 is very busy following a strange couple of years. We have seen a huge increase in demand from businesses for the part qualified and newly qualified professionals and, as we are yet to fully see a spike in active candidates following the Christmas break, this demand currently outstrips supply.

What are the main recruitment challenges being faced in this area?

The main challenges we face are due to a shortage in candidates. The reasons for people seeking a move now are very different to what they were pre-Covid. Work life balance is a huge factor for people. Whilst we are seeing high candidate demand and low supply, salaries and packages will naturally increase as businesses compete to attract new talent and retain existing members of staff. Not only that, active candidates may find they have multiple opportunities to choose from which means companies must first attract them into applying for a role and then potentially re-attract them during the latter stages of the recruitment process.

What should employers be doing to overcome these challenges?

Employers need to fully understand the challenges of the current marketplace and look at where there can be flexibility in the recruitment process and their requirements for the role.

Salary is – and will remain – a crucial factor, however, employers should consider all options and not jump in at a higher salary level. There may be opportunities to look at bringing in a candidate at a lower salary point and level of experience and investing in their future.

The option of flexible working is becoming much more of an expectation amongst candidates, whether this is hybrid working or working hours on a flexi timetable. Those employers that can blend the needs of employees who want office-based time alongside those for whom an element of home working is a priority will find they are in a stronger position to cherry-pick the best candidates.

In times of candidate shortage, speed is very much of the essence and any delays – even by so little as a day – can see good candidates either snapped up or attracted by additional opportunities making it even more competitive to secure your first choice.

What particular skills are currently in demand? What should candidates be doing to take advantage of this opportunity?

Commercially focused and analytical skills are in high demand as businesses look for their teams to identify both risks and opportunities which can be capitalised upon to generate value. Candidates should be aiming to broaden their technical ability which will see them add another dimension to what they can offer and pay dividends in the future.

What should candidates be looking for when considering a new role opportunity?

Try to not only identify what you want as an immediate return from your next move, but also consider what you want and where you want to be in say five years’ time. For example, salary may be the driving force right now, but once you have secured an increase what else does that opportunity offer you by way of career progression and supporting your overall goals and ambitions? Candidates should look for a supportive business, supportive direct manager and a role that gives as much exposure to the full finance function which is essential in order to accelerate your career in the right direction.

What advice would you give to a client about recruiting?

Employers should look at what they can offer candidates external to monetary benefits. Whilst money is important, the top part-qualified/newly qualified candidates will be keenly looking at the exposure the role gives them and the study package and support from both the business and direct manager.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to find out more.