Behind the Desk: Getting to Know Soraya Downing

Attracting Top Finance Talent in South Yorkshire in 2026: Employer Strategies That Stand Out

Historically, the best finance professionals have not only been in high demand but have also had increasingly high expectations — and in today’s competitive South Yorkshire finance market, that reality is truer than ever. For over 33 years, Sharp Consultancy has been working closely with businesses across Sheffield, Doncaster, Rotherham, and Barnsley. In that time, we’ve witnessed firsthand how the landscape of finance recruitment has evolved. When it comes to attracting and securing top-tier finance talent, we know what works — and, perhaps more importantly, what doesn’t. Local Reputation Matters More Than Ever In South Yorkshire especially, local reputation counts. Candidates talk, and businesses talk. The region’s finance community is tightly knit, and news travels fast — both good and bad. Employers who invest in building a strong, authentic brand that reflects real employee experiences tend to win out. That means it’s not enough to simply advertise a competitive salary or an attractive job title. Modern candidates want to understand what life inside your business looks like — the day-to-day culture, the leadership style, and the opportunities for growth. Visibility through employee stories, community engagement, and transparent communication all help to create a reputation that draws people in rather than pushes them away. What Candidates Want in Today’s Market In 2026, the expectations of finance professionals have broadened significantly, particularly at the qualified level. While salary remains important, it’s no longer the sole deciding factor. In fact, some of the best offers we see accepted each year aren’t the highest in monetary terms — they’re the most considered and holistic. Top candidates want to join businesses that offer purpose, balance, and progression. They look for roles that align with their values and allow them to contribute meaningfully, while still developing their technical and commercial skillsets. If you want to attract the best, you must clearly articulate what sets your company apart — your Employer Value Proposition (EVP). Ask yourself: What makes working with you different? Is it access to senior leadership, commercial exposure, or involvement in exciting transformation projects? What development or training support do you offer? Are there structured pathways, mentoring programmes, or professional study sponsorships? How flexible are you? Can employees work hybrid schedules, compressed hours, or part-time to suit their lifestyles? What additional perks or benefits do you provide — from wellness initiatives to social impact days or volunteering opportunities? The most successful employers communicate these points clearly, consistently, and confidently — both during recruitment and throughout the employee lifecycle. The Need for Speed and Agility Another critical factor in attracting top talent is speed. In a fast-moving market, long or disjointed hiring processes can easily result in losing outstanding candidates. Strong finance professionals are rarely on the market for long, and delays at the offer or feedback stage can make the difference between securing or losing your preferred hire. Where possible, streamline your recruitment process. Ensure hiring managers are aligned on the role requirements, keep communication clear, and aim to deliver feedback promptly. Demonstrating decisiveness reflects positively on your business and reinforces the message that you value candidates’ time and enthusiasm. Transparency Builds Trust We’ve seen a notable shift in what candidates are asking during interviews. Increasingly, they want to know why a role is vacant. Is it due to growth, internal promotion, or turnover? A vague answer or a history of short-lived hires can quickly raise red flags. Conversely, when a company can confidently articulate its purpose, culture, and long-term vision, candidates engage more readily — and are more likely to accept offers. Our clients who have invested in defining and communicating these messages attract stronger pipelines of finance professionals, often before roles even go live. A clear, honest narrative about your organisation not only draws in talent but helps retain it too. Partner with a True Specialist If you’re looking to recruit the best talent in the market, the right partnership can make all the difference. Working with a true specialist who understands your business, your sector, and the nuances of the South Yorkshire market will save time and boost your hiring outcomes. At Sharp Consultancy, our clients benefit from: Pre-qualified shortlists of candidates who are thoroughly vetted for skills, culture fit, and long-term potential. Access to passive candidates, many of whom we’ve nurtured relationships with over years and who may not be actively searching. Honest feedback on your employer brand and market perception — so you can make informed improvements that strengthen future recruitment efforts. Because of our deep local networks, we often know when an outstanding finance professional is about to enter the market. That insight gives our clients a competitive edge in securing the very best talent before others are even aware they’re available. Going Beyond Recruitment Our role extends well beyond active recruitment. We pride ourselves on offering genuine consultative advice, including: Salary benchmarking and market insights Case studies from recent successful hires Ongoing check-ins and relationship management — not just when you have a live vacancy This proactive approach means that when you are ready to hire, we already understand your business, your values, and the type of people who will thrive in your environment. Contact Jack to Discuss Our Services-- Attracting the best finance talent in South Yorkshire takes more than a strong job spec and a competitive package. It’s about authenticity, agility, and alignment — knowing who you are as a business, what you stand for, and who you want to work alongside. After more than 30 years supporting companies across the region, Sharp Consultancy continues to help employers build finance teams that not only perform — but stay, grow, and make a real impact.

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For the second instalment of Behind the Desk, we’re catching up with Soraya Downing to hear all about her journey into recruitment and beyond.

Having spent nearly six years in recruitment — and the last few focusing on Qualified and Part Qualified finance roles across South Yorkshire — Soraya shares some honest reflections on what she’s learned, what keeps her motivated, and a few things she’s picked up along the way. From F1 to strong tea, here’s a closer look at the person behind the role.

Soraya Downing, Senior Consultant at Sharp Consultancy.

Understanding the Journey: Personal Insights and Inspirations

You've been in recruitment for nearly six years now — what first attracted you to the world of finance and accountancy recruitment, and what’s kept you here?

Wow, six whole years — time really flies! I’ve always been interested in Accountancy and Finance, which started back in school when I studied Economics and Business. For me, the world of finance is like a window into the health of the UK market and how businesses are performing. It’s a constantly evolving field, which keeps things interesting and motivates me to keep learning and improving.

When you’re not working, how do you like to spend your time? Any hobbies or interests?

Outside of work, I love going on long walks and hikes, and spending quality time with my family and my partner, Simon. We enjoy going out for food and cooking together at home. I’m also a regular gym-goer — it really helps me keep balance. And when I’m relaxing, I’m a big fan of watching Formula 1!

Who or what has had the biggest influence on your professional mindset or values?

Definitely my mum. She’s always been a standout role model for me — managing stressful, high-pressure roles while still balancing work and family life. She’s always taught me to stay true to myself and to lead with integrity, which are values I carry with me every day.

Industry Perspective: Lessons and Approaches in Recruitment

Looking back on your career so far, what’s one standout lesson that’s shaped how you approach your role today?

The biggest lesson for me has been to always be myself. There’s plenty of great advice, tips, and tricks you can learn from others — and I’ve definitely picked up a lot along the way — but staying true to who I am has made the biggest difference. People buy from people, and being genuine has helped me build stronger, more honest relationships.

What’s one thing you wish more people knew about working in recruitment?

It’s definitely harder than it looks! Most people don’t last more than a year in recruitment — it takes a certain type of person to handle the highs and lows and really stick with it. It’s so much more than just sending a CV and hoping for the best. You’re dealing with people, their careers, their lives, and everything that comes with that. It’s about building trust, managing relationships, and being resilient when things don’t go to plan.

What makes recruiting for Qualified and Part Qualified roles in South Yorkshire unique or particularly rewarding?

I really enjoy speaking with senior people in the finance space — the conversations are often business related, much wider than just finance, as well as in-depth and strategic.

I love the relationship-driven aspect of recruitment at this level which adds to the enjoyment of working with both my clients and candidates. It suits me because I genuinely care about people and the positive impact the right move can have on their career, or the right hire can have on the businesses I work with.

The Person Behind the Recruiter: Fun and Light-hearted

Tea or coffee — and how do you take it?

Definitely tea — strong, dark, and two sugars please!

A steaming cup of tea in a white cup and saucer with a silver spoon on the side.

What’s your favourite way to unwind after a hectic week?

I love going for a walk or hitting the gym with my music on — it’s the best way for me to switch off. What I listen to totally depends on my mood... could be Stormzy one day and a bit of 80s the next (haha).

If you could turn back time and give yourself one piece of advice at the start of your career, what would it be?

It’s actually advice I still use now — confidence comes from putting yourself in uncomfortable situations. No matter what level you’re at, we all experience moments of doubt. Whenever I find myself in a challenging situation now, I remind myself of that, and it gives me the push I need to keep going.

The Future in Focus: Aspirations and Industry Outlook

What motivates you to keep growing and evolving as an experienced recruiter?

I’ve always loved learning — if there’s a way to become better, faster, and more efficient in my process, I’m all for it. Whether it’s through podcasts, training sessions, or learning from others in the business, I’m constantly looking for ways to improve. What really drives me is the excitement of being the best at what I do and knowing I’m adding real value to the market and to the people I work with.

A laptop, phone, and paper document are displayed alongside a magnifying glass, suggesting a focus on detailed work.

Are there any emerging skills or qualities that you think will become more valuable for Part-Qualified Finance Professionals in the near future?

There’s definitely been an increase in demand for finance professionals with strong commercial skills. It’s not just about processing numbers — businesses want people who can add value, influence decision-making, and really understand the wider impact of finance on operations.

I’d recommend part-qualified professionals actively look for opportunities to get involved in commercial conversations, attend meetings, and contribute to decision-making processes. Building that confidence and presence early on, especially in face-to-face settings, will make a big difference to long-term progression.

From your experience, what’s one practical change you think your clients and candidates could make to improve their recruitment journey?

For my clients, I’d recommend working on an exclusive basis rather than using multiple agencies. Time and time again, I’ve seen how multi-agency approaches cause unnecessary confusion — duplicate applications, lack of control over how their brand is represented in the market, and mixed messaging to candidates. Trusting one recruiter gives you much better control of the process, a consistent message, and a more thorough market mapping approach.

For my candidates, I’d give the same advice — stick with one agency you trust. Your reputation in the market matters. If your recruiter isn’t offering to meet you in person (unless distance makes it impractical) and is relying solely on Teams, that’s a red flag. Meeting face-to-face allows us to properly understand who you are, what you’re looking for, and how to represent you in the best light. It makes all the difference in a competitive market.

Thinking About Joining the Team?

It’s great to hear Soraya’s take. She brings such a grounded, thoughtful perspective to everything she does. Whether it’s building genuine relationships or staying curious about what’s next, it’s clear she’s got a real passion for the work and the people involved. We’re looking forward to seeing where the next part of her journey takes her

If Soraya's story has inspired you and you’re interested in building a career in recruitment with a supportive, people-focused team—we’d love to hear from you. We’re always on the lookout for passionate individuals who want to make a real impact. Get in touch for a confidential chat about life at our company and the opportunities we have available.

0113 236 6300 / 0114 261 1700 - contact@sharpconsultancy.com