Behind the Desk: Getting to Know Will Pleasance

In this edition of Behind the Desk, we’re chatting with Will Pleasance, who has been part of the Sharp Consultancy team for nearly four years.Covering Part Qualified and Qualified finance roles across West and North Yorkshire, Will has seen first-hand how the market has shifted since he first started in recruitment. From navigating a post-COVID hiring landscape to becoming a trusted partner for both clients and candidates, Will shares his journey into recruitment (spoiler: it started with a barber’s chair!), what’s changed the most about the industry, and why listening has become his number one rule when working with finance professionals. Understanding the Journey: Personal Insights and Inspirations You’ve been in the business for nearly four years now — what’s changed the most about how you work or how you see the industry in that time? When I first started in the industry, the market was still feeling the aftershocks of COVID. Hiring processes were slow, many firms were cautious, and remote working was still seen as a temporary fix. Fast-forward four years, and the landscape looks completely different — more agile, more candidate-driven, and more reliant on data and speed. The biggest change for me has been the shift in mindset, both from clients and candidates. Clients used to hold most of the power, but now it’s all about candidate experience, employer brand, and speed to hire. The best talent moves quickly, and businesses that haven’t adapted are missing out. I’ve also seen a clear evolution in the type of roles being prioritised. It’s not just about strong technical accountants anymore, clients want people who can add commercial value, work cross-functionally, and tell a story with numbers. The rise of FP&A, business partnering, and ESG-related finance roles really speaks to that. From my own perspective, I’ve become more consultative than ever. The job now is as much about advising and educating as it is about sourcing. Whether it’s advising on hybrid policies, benchmarking salaries, or helping clients define what “good” looks like in today’s market — it’s become a much more strategic partnership. Did you always see yourself working in recruitment — or did the path take you by surprise? Definitely a surprise! I started out as a barber, and while I loved the people side of it, the conversations, the relationships. I always knew I wanted to move into a more commercial role. I was naturally drawn to sales: the pace, the challenge, the reward. I just didn’t know exactly where that would lead. Recruitment wasn’t something I’d really considered until I stumbled across it. But once I understood what the job actually involved, building relationships, solving problems, working at speed, it felt like the perfect blend of everything I enjoyed about barbering and everything I was looking for in a sales career. Looking back, it was the best kind of accidental move. Recruitment’s given me a career where I’m constantly learning, growing, and surrounded by people with real ambition. It’s miles away from where I started, but I wouldn’t change a thing. What’s something people might be surprised to learn about you outside of work? Despite living in Yorkshire throughout all of my life I support Chelsea FC and have done since 1st kicking a ball. Industry Perspective: Lessons and Approaches in Recruitment What do you think makes a truly standout finance candidate in today’s market? Technical skills will always be important, but what really sets standout finance candidates apart today is their ability to go beyond the numbers. Employers aren’t just looking for people who can report on performance, they want people who can help drive it. The best candidates I meet are commercially switched-on, great communicators, and able to turn data into insight. They ask the right questions, challenge assumptions, and bring ideas to the table. Whether it’s a part-qualified analyst or a seasoned FC, the ones who really shine are those who can connect finance to the bigger picture. Adaptability is a big one too. Finance teams have had to evolve quickly in recent years, new systems, new reporting frameworks, hybrid working. Candidates who show they can embrace change, learn fast, and collaborate across departments are in serious demand. Soft skills are no longer a “nice to have”. They’re essential. A strong CV will get attention, but it’s how you present yourself, how you communicate, and how you fit into a team that really seals the deal. What’s a common myth about recruitment you hear — and what’s the reality? One of the most common myths is that recruiters just “fire off CVs” and hope for the best. In reality, good recruitment is way more consultative and strategic than people realise. Behind the scenes, there’s a huge amount of work that goes into understanding a client’s business, team dynamics, and what a role actually needs not just what’s on the spec. The same goes for candidates: it’s about understanding their motivations, ambitions, and what environment they’ll thrive in. The best matches happen when you’re really tuned in to both sides. It’s not about shoehorning people into roles. It’s about building trust, asking the right questions, and playing the long game. The best outcomes usually come from the conversations that happen before a CV is even sent. What’s one key lesson you’ve learned about the importance of building trust with both candidates and clients?One key lesson I’ve learned is that trust is built through consistency and integrity over time. In finance and accountancy recruitment, where roles often carry significant responsibility and long-term impact, both clients and candidates need to feel confident that their interests are genuinely understood and respected. For candidates, that means offering honest, transparent advice, even when it’s not the easiest conversation. For clients, it’s about taking the time to understand not just the job description, but the wider business context, team dynamics, and long-term goals. Sending a candidate who isn’t the right fit might achieve a short-term result, but it undermines the relationship in the long run. Ultimately, trust is the foundation of every successful placement and the reason clients and candidates come back. Fun and Light-hearted If you won the lottery tomorrow, what’s the first thing you’d do? I’d buy a big piece of land and set up a small hobby farm — something peaceful and in the countryside. I’ve always liked the idea of keeping chickens, sheep, a few Highland cows, and maybe even some horses. It would be a great way to slow down, stay active, and enjoy a different pace of life. What’s your perfect way to spend a day off? Easy – go to the Gym early morning and then spend the rest of the day with my Fiancé and Little boy in the garden feeding our chickens and playing football. If you could invite three famous people (dead or alive) for dinner, who’s getting a seat at the table? Frank Lampard, Queen Elizabeth II , Adam Sandler The Future in Focus: Aspirations and Industry Outlook What role do you think employer branding and culture will play in future hiring success? A huge one and it’s already happening. In a market where candidates have more choice than ever, how a company feels from the outside is often the deciding factor. Salary and job title get people’s attention, but brand and culture are what convert interest into action. The businesses that are winning the talent battle aren’t just offering flexible working or throwing in perks, they’re telling a story. They’re clear on who they are, what they stand for, and why someone should want to be part of it. That clarity builds trust. Culture is just as important. Candidates want to know what it’s really like to work somewhere and how their people are treated, what the leadership’s like, how success is recognised. Those are the things that matter when someone’s weighing up an offer or deciding whether to leave a role they’re comfortable in. Moving forward, companies that invest in their brand and live out their culture, have a serious edge when it comes to attracting and keeping top talent. Are there any trends you’re seeing among clients or candidates that are shaping how you work? Absolutely! and a few stand out. From the client side, there’s a clear push toward more value-adding finance roles. It’s not just about filling gaps anymore, it’s about finding people who can partner with the business, drive insight, and support growth. That means briefs are getting more nuanced, and clients are leaning on us more to challenge their thinking and help define what ‘great’ actually looks like. For candidates, flexibility is still a major driver, but it's no longer just about working from home. People want to work for businesses that offer autonomy, progression, and a clear sense of purpose. Culture and leadership are under the spotlight more than ever, which means I spend a lot more time helping clients bring those things to life in the hiring process. Both sides are also moving faster. Top candidates won’t wait around, and clients that can’t act quickly or drag things out with too many interview stages will ultimately miss out. That’s made pace, communication, and expectation management even more critical in how I work day to day. What’s one thing you hope candidates say about their experience of working with you? That I actually listened. It sounds simple, but it makes all the difference. I want candidates to feel like I understood what they were looking for. Not just in terms of salary or location, but in terms of culture, career goals, and what truly matters to them. A lot of people have had bad experiences with recruiters who treat them like just another CV. I try to be the opposite of that. Honest, supportive, and genuinely invested in helping them take the right next step, not just the quickest one. Interested in Joining the Team?Whether it’s helping candidates find roles that truly align with their ambitions or guiding clients through an ever-changing hiring landscape, Will brings insight, energy, and authenticity to everything he does. His people-first approach and strong understanding of the finance market have made a lasting impact across West and North Yorkshire. As the market continues to evolve, one thing’s for certain — Will will be right there at the heart of it, listening, learning, and helping shape successful careers and teams. If you're looking for a rewarding career in recruitment surrounded by passionate and driven people like Will, we’d love to hear from you. Call us on 0113 236 6300 / 0114 261 1700 or emails us at contact@sharpconsultancy.comVisit our Careers Page Here

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In this edition of Behind the Desk, we’re chatting with Will Pleasance, who has been part of the Sharp Consultancy team for nearly four years.

Covering Part Qualified and Qualified finance roles across West and North Yorkshire, Will has seen first-hand how the market has shifted since he first started in recruitment.

From navigating a post-COVID hiring landscape to becoming a trusted partner for both clients and candidates, Will shares his journey into recruitment (spoiler: it started with a barber’s chair!), what’s changed the most about the industry, and why listening has become his number one rule when working with finance professionals.

William Pleasance, Senior Consultant in Sharp Consultancy's Leeds Office.

Understanding the Journey: Personal Insights and Inspirations

You’ve been in the business for nearly four years now — what’s changed the most about how you work or how you see the industry in that time?

When I first started in the industry, the market was still feeling the aftershocks of COVID. Hiring processes were slow, many firms were cautious, and remote working was still seen as a temporary fix. Fast-forward four years, and the landscape looks completely different — more agile, more candidate-driven, and more reliant on data and speed.

The biggest change for me has been the shift in mindset, both from clients and candidates. Clients used to hold most of the power, but now it’s all about candidate experience, employer brand, and speed to hire. The best talent moves quickly, and businesses that haven’t adapted are missing out.

I’ve also seen a clear evolution in the type of roles being prioritised. It’s not just about strong technical accountants anymore, clients want people who can add commercial value, work cross-functionally, and tell a story with numbers. The rise of FP&A, business partnering, and ESG-related finance roles really speaks to that.

From my own perspective, I’ve become more consultative than ever. The job now is as much about advising and educating as it is about sourcing. Whether it’s advising on hybrid policies, benchmarking salaries, or helping clients define what “good” looks like in today’s market — it’s become a much more strategic partnership.

Did you always see yourself working in recruitment — or did the path take you by surprise?

Definitely a surprise! I started out as a barber, and while I loved the people side of it, the conversations, the relationships. I always knew I wanted to move into a more commercial role. I was naturally drawn to sales: the pace, the challenge, the reward. I just didn’t know exactly where that would lead.

Recruitment wasn’t something I’d really considered until I stumbled across it. But once I understood what the job actually involved, building relationships, solving problems, working at speed, it felt like the perfect blend of everything I enjoyed about barbering and everything I was looking for in a sales career.

Looking back, it was the best kind of accidental move. Recruitment’s given me a career where I’m constantly learning, growing, and surrounded by people with real ambition. It’s miles away from where I started, but I wouldn’t change a thing.

What’s something people might be surprised to learn about you outside of work?

Despite living in Yorkshire throughout all of my life I support Chelsea FC and have done since 1st kicking a ball.

Industry Perspective: Lessons and Approaches in Recruitment

A guide on crafting an effective resume with tips and examples for job seekers.

What do you think makes a truly standout finance candidate in today’s market?

Technical skills will always be important, but what really sets standout finance candidates apart today is their ability to go beyond the numbers. Employers aren’t just looking for people who can report on performance, they want people who can help drive it.

The best candidates I meet are commercially switched-on, great communicators, and able to turn data into insight. They ask the right questions, challenge assumptions, and bring ideas to the table. Whether it’s a part-qualified analyst or a seasoned FC, the ones who really shine are those who can connect finance to the bigger picture.

Adaptability is a big one too. Finance teams have had to evolve quickly in recent years, new systems, new reporting frameworks, hybrid working. Candidates who show they can embrace change, learn fast, and collaborate across departments are in serious demand.

Soft skills are no longer a “nice to have”. They’re essential. A strong CV will get attention, but it’s how you present yourself, how you communicate, and how you fit into a team that really seals the deal.

What’s a common myth about recruitment you hear — and what’s the reality?

One of the most common myths is that recruiters just “fire off CVs” and hope for the best. In reality, good recruitment is way more consultative and strategic than people realise.

Behind the scenes, there’s a huge amount of work that goes into understanding a client’s business, team dynamics, and what a role actually needs not just what’s on the spec. The same goes for candidates: it’s about understanding their motivations, ambitions, and what environment they’ll thrive in. The best matches happen when you’re really tuned in to both sides.

It’s not about shoehorning people into roles. It’s about building trust, asking the right questions, and playing the long game. The best outcomes usually come from the conversations that happen before a CV is even sent.

What’s one key lesson you’ve learned about the importance of building trust with both candidates and clients?

One key lesson I’ve learned is that trust is built through consistency and integrity over time. In finance and accountancy recruitment, where roles often carry significant responsibility and long-term impact, both clients and candidates need to feel confident that their interests are genuinely understood and respected.

For candidates, that means offering honest, transparent advice, even when it’s not the easiest conversation. For clients, it’s about taking the time to understand not just the job description, but the wider business context, team dynamics, and long-term goals. Sending a candidate who isn’t the right fit might achieve a short-term result, but it undermines the relationship in the long run.

Ultimately, trust is the foundation of every successful placement and the reason clients and candidates come back.

Fun and Light-hearted

If you won the lottery tomorrow, what’s the first thing you’d do?

I’d buy a big piece of land and set up a small hobby farm — something peaceful and in the countryside. I’ve always liked the idea of keeping chickens, sheep, a few Highland cows, and maybe even some horses. It would be a great way to slow down, stay active, and enjoy a different pace of life.

A man in a suit stands beside a colorful lottery wheel labeled "Spin," ready to engage participants in the game.

What’s your perfect way to spend a day off?

Easy – go to the Gym early morning and then spend the rest of the day with my Fiancé and Little boy in the garden feeding our chickens and playing football.

If you could invite three famous people (dead or alive) for dinner, who’s getting a seat at the table?

Frank Lampard, Queen Elizabeth II , Adam Sandler

The Future in Focus: Aspirations and Industry Outlook

What role do you think employer branding and culture will play in future hiring success?

A huge one and it’s already happening. In a market where candidates have more choice than ever, how a company feels from the outside is often the deciding factor. Salary and job title get people’s attention, but brand and culture are what convert interest into action.

The businesses that are winning the talent battle aren’t just offering flexible working or throwing in perks, they’re telling a story. They’re clear on who they are, what they stand for, and why someone should want to be part of it. That clarity builds trust.

Culture is just as important. Candidates want to know what it’s really like to work somewhere and how their people are treated, what the leadership’s like, how success is recognised. Those are the things that matter when someone’s weighing up an offer or deciding whether to leave a role they’re comfortable in.

Moving forward, companies that invest in their brand and live out their culture, have a serious edge when it comes to attracting and keeping top talent.

Are there any trends you’re seeing among clients or candidates that are shaping how you work?

Absolutely! and a few stand out. From the client side, there’s a clear push toward more value-adding finance roles. It’s not just about filling gaps anymore, it’s about finding people who can partner with the business, drive insight, and support growth. That means briefs are getting more nuanced, and clients are leaning on us more to challenge their thinking and help define what ‘great’ actually looks like.

For candidates, flexibility is still a major driver, but it's no longer just about working from home. People want to work for businesses that offer autonomy, progression, and a clear sense of purpose. Culture and leadership are under the spotlight more than ever, which means I spend a lot more time helping clients bring those things to life in the hiring process.

Both sides are also moving faster. Top candidates won’t wait around, and clients that can’t act quickly or drag things out with too many interview stages will ultimately miss out. That’s made pace, communication, and expectation management even more critical in how I work day to day.

What’s one thing you hope candidates say about their experience of working with you?

That I actually listened. It sounds simple, but it makes all the difference. I want candidates to feel like I understood what they were looking for. Not just in terms of salary or location, but in terms of culture, career goals, and what truly matters to them.

A lot of people have had bad experiences with recruiters who treat them like just another CV. I try to be the opposite of that. Honest, supportive, and genuinely invested in helping them take the right next step, not just the quickest one.

Interested in Joining the Team?

Join our team: an opportunity to engage with us and make a meaningful impact together.

Whether it’s helping candidates find roles that truly align with their ambitions or guiding clients through an ever-changing hiring landscape, Will brings insight, energy, and authenticity to everything he does. His people-first approach and strong understanding of the finance market have made a lasting impact across West and North Yorkshire. As the market continues to evolve, one thing’s for certain — Will will be right there at the heart of it, listening, learning, and helping shape successful careers and teams.

If you're looking for a rewarding career in recruitment surrounded by passionate and driven people like Will, we’d love to hear from you.

Call us on 0113 236 6300 / 0114 261 1700 or emails us at contact@sharpconsultancy.com

Visit our Careers Page Here