Hiring in Accounting

• Audit

  External audit at Big 4, mid-tier and boutique firms.

  Audit managers and senior managers · Audit seniors · Audit partners · Audit directors

• Tax

  Corporate, indirect, personal and international tax.

  Corporate tax managers · Indirect tax specialists (VAT/GST) · Tax advisors · Tax partners

• Controllership

  Group and entity controllers.

  Financial controllers · Group controllers · Assistant controllers · Divisional controllers

• Reporting & technical accounting

  IFRS/US GAAP technical accountants and reporting managers.

  Technical accountants · Group reporting managers · Consolidation specialists · Statutory reporting managers

• Bookkeeping leadership

  Bookkeeping team leads and finance operations.

  Bookkeeping managers · Accounts payable/receivable leaders · Finance operations leads

• Professional qualifications

  Trainees, part-qualified and newly qualified professionals.

  ACA / ACCA / CIMA trainees · Part-qualified accountants · Newly qualified accountants

• Standards and framework fit

  IFRS, US GAAP, local statutory work and public-company reporting each require distinct evidence. The rubric captures the frameworks actually applied, not just listed.

• Cycle ownership

  Month-end close, hard close, year-end audit, tax season — we capture the cycles the candidate has genuinely owned end-to-end.

• Firm vs in-house context

  Firm-side and in-house roles reward different signals. Rubrics adjust so a controller search doesn't get audit-firm-shaped CVs at the top.

• Qualifications matter, but not alone

  CPA, ACA, ACCA and CIMA are captured as qualifications signals — they are checked but do not substitute for evidence of ownership.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For accounting, these are the signals that carry weight:

• Standards and frameworks captured in intake
• Cycle ownership evidence from the CV
• Qualification calibrated per role

• CPA
• ACA (ICAEW)
• ACCA
• CIMA
• CTA (Chartered Tax Adviser)
• CFE

• SOX controls exposure for US-listed reporting hires
• Public-company audit experience for PCAOB registrants
• IFRS conversion history for cross-border reporting

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.