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​5 Red Flags to Avoid When Hiring Finance Professionals

​Here at Sharp Consultancy, we know just how important it is to hire the right person-not just in terms of experience, but also personality and overall fit within your business.Getting this wrong can be costly, not only financially, but in terms of time and effort spent on onboarding and training someone who ultimately might not work out.To help avoid this, Soraya Downing has put together 5 key red flags to watch out for when reviewing CVs or interviewing finance candidates: 1. Vague or General Responses A genuinely interested candidate will come to job interviews prepared with detailed answers that clearly link their experience and skills to the role they’re applying for. If their responses are vague or lacking depth, it can be a sign that they haven’t taken the time to prepare—or worse, they’re not truly engaged with the opportunity.Ideally, you want to hear specific examples backed up with figures or results. ​​It’s worth noting that bad answer doesn’t always mean the candidate isn’t prepared or doesn’t have the required experience, it could be that your question is confusing and needs rephrasing.For example, asking “Can you walk me through your main responsibilities in your most recent role, particularly those related to [payroll/management reporting/credit control/etc.]?” is likely to generate more specific and useful answers than a vague question like “Tell me about your most recent role.”​Try practising your question on a colleague or someone you manage and see if they struggle to answer. They will be able to help you scrutinise the question and suggest better wording or elaboration to avoid any confusion.If you require support with conducting job interviews or creating targeted interview questions, we’re always happy to help. With a team of over 25 consultants who each specialise within different areas of finance and accountancy recruitment, we’ve interviewed thousands of candidates — and we know what works. 2. Inconsistent Career HistoryWe fully support career moves—most of the time, they signal progression and ambition, which is great to see. However, when a CV shows a pattern of short-term employments with no solid explanation, or recurring reasons for leaving, this can indicate potential issues with commitment, adaptability, or performance.There can be many reasons why a candidate has several short-term roles on their CV. For example, they could have completed several temporary or short-term interim contracts without making this clear on their CV or they may have experienced a series of redundancies beyond their control. Always dig a little deeper in these cases, they may be acceptably explained but there could also be something bigger at play.When you engage with us as your recruitment partner, we will never put forward a candidate that hasn’t been fully vetted and their career history and suitability examined. We will have all already done the ‘deep digging’, so all short-term roles and employment gaps are explained to you from the get-go. It takes the guesswork out of the process and saves you valuable time. 3. Poor Communication SkillsIt’s natural for candidates to be a little nervous in interviews, but for senior finance roles in particular, strong communication is non-negotiable. If someone consistently gives vague answers, struggles to explain their experience, or avoids eye contact, it could raise concerns about how they’ll present to stakeholders or collaborate across teams. At this level, you’re looking for clear, confident communication—even under pressure.​If you’re unsure about a candidate’s communication skills, especially in a senior finance role, consider including a short task or second-stage interview focused on presenting or explaining a topic. For example, ask them to walk you through a recent financial project or prepare a brief summary of how they’d present key financials to non-finance stakeholders. This gives you a clearer sense of how they structure information, handle questions, and communicate under mild pressure. When you engage with us we’ll work with you to understand whether a candidate’s communication style will align with your specific team dynamics and stakeholder environment—something that is key to a successful long-term hire but often overlooked.​4. Lack of Curiosity or InitiativeTop finance professionals are naturally curious and proactive. They’re the ones who suggest improvements to systems or processes without being asked. If a candidate shows no interest in how they can add value to your business and the role, or doesn’t ask questions during the interview, that could be a red flag that they’re more reactive than proactive.Sometimes that might be exactly what you are looking for, but other times, recognising this about a candidate early on could be your saving grace in hiring someone unfit for the role in question.  5. No Signs of a Growth MindsetIf you’re hiring with the goal of developing someone long-term, look for signs they’re committed to personal and professional growth. This could be studying towards a qualification like ACCA, CIMA, or ACA or asking thoughtful questions about the business’s future.A lack of interest in development can often translate into a lack of long-term engagement to the role and your company. Even when not looking for a long-term hire, a candidate who exhibits no desire for their long-term career and growth can be a sign that they might not even stick it out for a shorter period of time.As your recruitment partner, it really helps to understand what you want out of a hire. Don’t be shy in telling us what skills and qualities you want and don’t want a new employee to have for the role you are hiring for. If you give us as much information about the role and the company as possible, we can then use this knowledge in our candidate selection process to only suggest candidates which have the necessary qualities you are looking for. Final Thoughts Sharp Consultancy has been recruiting finance professionals across Yorkshire for over 30 years. Our proven process allows us to spot these red flags early, helping our clients avoid costly hiring mistakes. By keeping the above points in mind, you’ll be in a much stronger position to hire the right finance talent for your team.If you're currently hiring, or planning to, and want to avoid the common pitfalls, we’d love to support you. From advising on interview strategy to identifying candidates with the right mix of skills and mindset, we’re here to make the process easier—and more successful.Soraya specialises in recruiting for permanent Part Qualified, Qualified by Experience and Qualified finance roles with salaries ranging from £30,000 to £50,000 across Doncaster, Rotherham, Barnsley, Worksop, Hull and the surrounding areas. Get in touch with Soraya today – sorayadowning@sharpconsultancy.com – 0114 261 1700 or SUBMIT A VACANCY.​

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From Practice to Industry: A Chartered Accountant’s Journey to Success

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Navigating the shift from professional practice to industry can be a daunting yet rewarding experience for accountants. In our latest interview, we sit down with Carter Christlo, an EMEA Financial Accounting & Reporting Controller at Insight, a Fortune 500 company specialising in business-to-business IT solutions.

With an impressive background as an ACA chartered accountant, Carter began his accounting career at KPMG before moving to Insight Direct, where he achieved his qualification. His unique perspective on transitioning from professional practice to industry offers invaluable insights for both aspiring and seasoned accountants.

In this comprehensive interview, conducted by our Senior Business Manager, Jack Curtis, we explore Carter's remarkable career journey, his strategic approach to personal and professional growth, and his practical advice for accountants aiming to make a similar transition.

Whether you are an aspiring accountant, an industry transition seeker, or a finance professional, this interview promises valuable insights to help you thrive in your career.

How did you find the transition into industry from professional practice whilst part-qualified?

Tough but incredibly rewarding. The transition from professional practice into industry is never easy, amplified by doing so when being part qualified. Becoming qualified was always an immediate priority but ultimately, I knew that I wanted to move into an environment where I could make a difference and add significant value, but also remain with a well-regarded and highly successful business.

What advice would you give to students completing ACA in industry?

Studying within professional practice has a lot of structure coupled with training alongside numerous peers going through similar exams / experiences. This was a stark difference when studying my ACA in industry, meaning I needed that motivation and commitment to complete. I sought out other avenues of learning off my own back as it suited my learning style, so the advice is certainly to find a learning method and adapt to a style best suited to you.

What main skillset has industry developed when compared to professional practice?

I have utilised all elements / skills from my time in Audit to take ownership on more projects, to which I am still learning and developing…that never stops! The question always remains…’Are you busy or are you Audit busy…? Which is an apt question in my opinion! Working in professional practice has given me the immediate focus and ability to successfully complete multiple, complex tasks at once, both from a technical and personal perspective. The softer skillset I have developed, when meeting a variety of high-profile clients and stakeholders has stood me in good stead when addressing senior stakeholders now - both internally and externally.

Originating in professional practice, do you think it’s given you a good grounding in being successful in industry?

In one word…absolutely! The exposure you receive from an Audit perspective is unparalleled (in my opinion) and has facilitated the success that I am experiencing now with Insight. Originating in professional practice gives a perspective that other sectors / industries wouldn’t do, especially to a variety of businesses via the rotations. My technical accounting ability gave me an immediate boost when I made the move originally due to the work I had been involved in prior. It has given a stable base where I can now continue my development down whichever avenue I see fit alongside the competency to do so. 

What factors did you consider when choosing a company to join?

Could they offer long term growth…and the personal fit were dealbreakers for me. Ultimately, I felt confident from a technical point of view so I knew I needed the right environment and company to ensure firstly I completed my qualification but equally could see further development in years to come. Inevitably things can change, but Insight have not only continued to support my technical development but personal growth too. I have had the pleasure of working for two businesses who put a genuine value on both those points.

Any other advice to give when considering a new opportunity?

My one piece of main advice would be to always remain brave. As Accountants we are built to mitigate risk, but this can potentially hold you back in your career, sometimes without realising at first. Remain goal orientated and ensure that those goals are being constantly reevaluated and measured against. Everyone’s journey is different, and you can never directly compare to anyone else, be brave to make those decisions and act on them when the time comes. At times growth will always feel like a risk and unnatural but remain confident in yourself and your ability whilst valuing the company you choose to work for not just the role / job that is on offer. Change is inevitable, embrace it don’t obstruct it. 

In conclusion, Carter's journey from professional practice to industry serves as a compelling blueprint for any accountant aiming to navigate a similar path. His candid reflections on the challenges he faced and the strategies he employed offer invaluable lessons for aspiring finance professionals. By leveraging the skills and experiences gained in professional practice, combined with a proactive approach to industry, Carter demonstrates that success is attainable with the right mindset and determination. As you consider your career trajectory, let Carter's story inspire you to seize new opportunities and continuously strive for personal and professional excellence.

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Note: If Carter's insights resonate with you and you are contemplating your next career move, our Sharp Consultancy experts are ready to guide you. Book a consultation to begin your journey towards achieving your career goals.

Looking 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.