How to Write a Winning CV as a Part-Qualified

Economic Outlook Roundtable: What Yorkshire’s Finance Leaders Are Saying About Growth, Hiring and the Road Ahead

Senior finance professionals from across Yorkshire recently joined Sharp Consultancy for an exclusive roundtable discussion featuring an economic update from Paul Mount, Economist and Deputy Agent at the Bank of England. The session provided a timely, in-depth look at the UK’s economic landscape — followed by a candid conversation about what businesses are experiencing on the ground.The picture that emerged was one of cautious realism. While official forecasts point to easing inflation and a gradual return to stability, many organisations across the region continue to navigate weak demand, rising labour costs, tightening legislation and stalled investment projects. Yet despite these pressures, there remains a strong sense of resilience and adaptability — qualities that have long defined the Yorkshire business community. At Sharp Consultancy, our specialist finance and accountancy teams speak daily to employers and professionals across commerce, industry, public practice and the not-for-profit sector. What we heard in this session closely aligns with the insight we gather from clients and candidates across the region. Below, we explore the key themes shaping business confidence, recruitment activity and the outlook for 2026. Inflation Is Easing, but Confidence Has Yet to Follow The Bank of England outlined its latest central forecast: Inflation expected to gradually return toward the 2% target. GDP growth set to remain modest but stable through 2026. Interest rates anticipated to settle around 3.5% based on market expectations. Unemployment projected to hold near 5%. However, the sentiment in the room was clear: despite improving headline numbers, confidence across most sectors remains fragile. Many organisations described the environment as “flat” — not contracting, but unable to capitalise fully on opportunities due to economic uncertainty. Sharp Consultancy continues to see this play out: businesses are stabilising rather than expanding, focusing on cash management, operational efficiency and carefully controlled hiring. Labour Costs Continue to Reshape Workforce Strategies Wage pressures were a recurring theme throughout the discussion. Employers highlighted: Significant increases to the National Living Wage. Higher employer National Insurance contributions. Expected future changes to minimum wage equalisation for younger workers. Rising cost and complexity associated with apprenticeships. These factors are pushing up costs at every level of the workforce and reshaping recruitment behaviours. Across Sharp Consultancy’s accountancy and finance divisions, we are seeing: Strong demand for replacement hires where roles are business critical. Lower volumes of growth hires, particularly in commercial and project-focused appointments. Clients increasingly prioritising candidates who bring breadth, adaptability and long-term value. Construction & Infrastructure: Capacity Under Pressure Leaders from the construction sector painted a challenging picture — one mirrored by many Sharp Consultancy clients operating across the wider built environment. Key themes included: Planning delays of 9–10 months, particularly related to the Building Safety Act. Businesses holding on to workforce capacity despite reduced margins — a strategy that may not be sustainable in 2026. Difficulty justifying new capital expenditure under IFRS when future cashflows are uncertain. Concerns that smaller subcontractors may not withstand prolonged delays or reduced demand.Yet, attendees also highlighted that construction could become a catalyst for economic recovery — provided policy reform and planning improvements unlock stalled projects. Manufacturing: Rising Costs and Shifting OperationsLeaders representing manufacturing shared concerns around: Rising energy and operational costs. Increased frequency of site closures and offshoring. Significant challenges in attracting engineering and technical talent. Early signs of contraction in several sub-sectors, with aerospace a notable exception. These pressures reinforce the growing importance of finance leaders who can model scenarios, manage volatility and guide long-term planning — roles Sharp Consultancy continues to support across the manufacturing landscape. Charity & Public Sector Organisations Facing Acute Strain For organisations reliant on local authority funding, the challenges are particularly stark. Attendees reported: Government and council funding caps. Rising NI, wage costs and VAT changes adding millions to annual budgets. Increasingly complex consultation requirements under forthcoming employment legislation. The likelihood of significant cuts to the frontline services in the months ahead.Sharp Consultancy’s continues to work closely with organisations navigating these pressures, supporting clients through restructuring, recruitment challenges and financial planning needs. Recruitment Outlook: Stability Over Expansion Across sectors, the message was consistent: 2026 is expected to be cautious, steady and focused on maintaining capability rather than expanding headcount. Attendees forecast: Workforce levels remaining broadly flat. Hiring driven by essential replacement roles. Transformation, M&A and large-scale project hiring likely to remain subdued. Improved recruitment confidence only once interest rates and policy direction stabilise. For employers, this means sharper competition for high-quality finance talent — an area where Sharp Consultancy’s specialist teams continue to provide targeted, market-led support. What Comes Next? A Slow but Steady Rebuild Despite the challenges discussed, the roundtable ended on a constructive note. Many leaders believe that once interest rates settle and stalled investment begins to move, the region could see a more meaningful upturn — potentially from 2026 onwards. Yorkshire businesses have proven time and again that they are resourceful, resilient and ready to adapt. Sharp Consultancy remains committed to supporting them through every stage — whether stabilising teams, recruiting future leaders, or navigating the next phase of growth. If you’d like to understand what these economic trends mean for your business or team, speak to our specialist consultants for a confidential market discussion. Contacts Us

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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 Statement

A man in a suit sits at a desk with a laptop, reviewing his Part Qualified finance CV.

This 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 Impact

The 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 Job

A vibrant collage of various skills represented through icons, showcasing a diverse range of talents and expertise.

It’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 Them

Diagram of technical accounting skills displayed on a hand against a vibrant purple background.

Hiring 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 Thoughts

Being 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.

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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.

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