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Ever read a job description and thought, That sounds too good to be true! 😂We've all seen them...Excellent work-life bal...
16/10/2026

Ever read a job description and thought, That sounds too good to be true! 😂

We've all seen them...Excellent work-life balance. Competitive salary. We're like one big family. And of course, my personal favourite...Other duties as required. 👀

Sometimes what the job description says and what the job actually involves are two very different things!

A little workplace humour to brighten your day. 😂

Be honest, which one have you experienced?

We've all had those days at work where we've mentally written our resignation letter! 😂Sometimes it's not the job itself...
14/10/2026

We've all had those days at work where we've mentally written our resignation letter! 😂

Sometimes it's not the job itself, it's everything that comes with it.
I wonder how many people can relate to Joe Bloggs? 👀

AI can close the books faster. But who owns the error?AI is moving beyond drafting emails and summarising reports.It can...
08/10/2026

AI can close the books faster. But who owns the error?

AI is moving beyond drafting emails and summarising reports.It can now support reconciliations, forecasting, variance analysis and workflows across multiple finance systems.

Recent Deloitte research found that 73% of UK CFOs expect AI to improve business performance. But speed is not the same as control. If an AI-generated report contains an error: Who identifies it?

Who can explain how it happened?

And who signs their name against the numbers?

For CFOs, the real question is no longer whether finance should use AI. It is whether the business has the people, controls and audit trail required to use it responsibly. The next critical finance hire may need to do more than produce the numbers. They may need to challenge, govern and explain the technology producing them.

Would you approve an AI-generated finance report if nobody in your team could explain exactly how it reached the answer?

What candidates and employers can doIf AI is part of hiring, how can we make sure the right people still get seen?Candid...
06/10/2026

What candidates and employers can do

If AI is part of hiring, how can we make sure the right people still get seen?

Candidates can make their experience easier to assess by using clear, specific language in their CV:

Match relevant skills and responsibilities to the wording of the role, where it accurately describes your experience.

Give examples of what you did and the results you achieved.

Use straightforward headings and a clear layout.

Don’t add skills or keywords you can’t support with real experience.

Employers also have a responsibility to understand how screening tools affect their process:

Check whether the tool is assessing criteria that matter for the specific role.

Test who is being shortlisted and rejected, and look for patterns that need investigation.

Make sure candidates can be reviewed by a person, especially when the system’s decision may be unclear.

Keep human judgement accountable: a tool can support a hiring decision, but employers remain responsible for it.

No CV format can guarantee an interview, and no screening tool should be treated as automatically fair or accurate. The aim should be to make relevant experience easier to recognise—and to check that suitable people are not being screened out.

Good hiring technology should help employers find talent. It should not narrow their view of it.


Could AI screening repeat past hiring patterns—and miss the best candidates?A new Stanford Digital Economy Lab Q&A explo...
01/10/2026

Could AI screening repeat past hiring patterns—and miss the best candidates?

A new Stanford Digital Economy Lab Q&A explores “algorithmic monoculture” in hiring: when employers use the same screening vendor, or tools built in similar ways, their systems may make similar decisions about applicants.

The researchers analysed 4 million applications from 3 million applicants, all screened by one vendor. They found that some people were recommended for rejection across multiple roles more often than chance alone would suggest. They also found racial disparities in some positions.

That deserves attention, but context matters: this was one vendor’s system, and the study does not prove that hiring algorithms generally cause these outcomes. It does raise a question employers should be asking:

Are our screening tools repeating patterns from past hiring—and overlooking people who could do the job?
Hiring technology can help manage high application volumes. But employers still need to understand how it affects each role and who gets through to a human review.

In our next post, I’ll share practical ways candidates can make their experience easier to assess—and what employers can do to make screening fairer.

AI will change work. But who gets the opportunity?There’s no shortage of bold predictions about AI and jobs. Some leader...
28/09/2026

AI will change work. But who gets the opportunity?

There’s no shortage of bold predictions about AI and jobs. Some leaders expect automation to replace certain tasks and roles. Others argue that AI will change jobs, create new kinds of work and make human judgement even more valuable.

The honest answer is that the impact will vary by role, sector and how employers choose to use the technology.

What matters now is how businesses prepare:

▪️ Which tasks can AI support or automate?
▪️ What skills will people need as roles change?
▪️ How do we protect routes into work and help people adapt?
▪️ Where must human judgement and accountability remain central?

AI’s future at work isn’t just a technology question. It’s also a question of leadership, skills and opportunity.

The organisations that handle this well will be the ones that bring their people with them.

What do you think: will AI mainly replace tasks, reshape roles, or create new opportunities?

Working from home is not becoming an automatic right.But saying no is about to get harder.Under new UK flexible-working ...
24/09/2026

Working from home is not becoming an automatic right.

But saying no is about to get harder.

Under new UK flexible-working reforms expected in 2027, employers who cannot accept a request will need to:

• Consult properly with the employee
• Explore possible alternatives
• Explain why rejecting the request is reasonable
• Link that decision to a recognised business reason

Employees already have the right to request flexible working from their first day in a job.

The important distinction?

They will still have a right to request—not an automatic right to work from home.

For employers, this means a simple “the role is office-based” may no longer be enough without a clear business justification.

For finance professionals, it could lead to more meaningful conversations about hybrid working, compressed hours and flexibility.

And for recruiters, vague phrases such as “hybrid working available” will need much more clarity:

How many office days?
Is it contractual?
Can the arrangement change?
What flexibility is genuinely available?

Across Leeds and West Yorkshire, hybrid working is already influencing which vacancies candidates will consider.

Will these changes create fairer conversations—or simply more administration for employers?

from home is not becoming an automatic right.

But saying no is about to get harder.

Under new UK flexible-working reforms expected in 2027, employers who cannot accept a request will need to:

• Consult properly with the employee
• Explore possible alternatives
• Explain why rejecting the request is reasonable
• Link that decision to a recognised business reason

Employees already have the right to request flexible working from their first day in a job.

The important distinction?

They will still have a right to request—not an automatic right to work from home.

For employers, this means a simple “the role is office-based” may no longer be enough without a clear business justification.

For finance professionals, it could lead to more meaningful conversations about hybrid working, compressed hours and flexibility.

And for recruiters, vague phrases such as “hybrid working available” will need much more clarity:

How many office days?
Is it contractual?
Can the arrangement change?
What flexibility is genuinely available?

Across Leeds and West Yorkshire, hybrid working is already influencing which vacancies candidates will consider.

Will these changes create fairer conversations—or simply more administration for employers?

**£50,000 and five days in the office.****Or £45,000 with two days working from home.**Which one are you choosing?For fi...
22/09/2026

**£50,000 and five days in the office.**

**Or £45,000 with two days working from home.**

Which one are you choosing?

For finance professionals commuting across Leeds and West Yorkshire, salary is only one part of the calculation.

Travel costs.
Childcare.
Time spent commuting.
Work-life balance.
The ability to concentrate away from a busy office.

Hybrid working is no longer viewed simply as an added benefit. For many candidates, it forms part of the overall value of the package.

But would it be worth accepting £5,000 less?

**A — £50,000 and five days in the office**
**B — £45,000 and two days working from home**

No perfect answer. We’d genuinely like to know which you would choose—and why.

Would you trust AI to decide whether you deserve an interview?A recent survey of nearly 3,000 UK jobseekers found:• 47% ...
18/09/2026

Would you trust AI to decide whether you deserve an interview?

A recent survey of nearly 3,000 UK jobseekers found:

• 47% had experienced an AI-led interview
• 82% weren’t told beforehand
• 30% had already withdrawn from an AI-involved recruitment process

AI can make recruitment faster.

It can search databases, identify relevant experience and remove hours of administration.
But should it decide who gets rejected?

A CV doesn’t always explain:

• Why someone changed sectors
• The context behind a career gap
• How commercially strong they are
• Whether their personality will complement the team
• The achievements hidden behind an ordinary job title

Some of the strongest finance candidates would be missed if recruitment became a keyword-matching exercise.
My view?

Use AI to support the decision—not make the decision.

Would you be comfortable being interviewed or assessed by AI without speaking to a person first?

Yes or no—and why?

More finance candidates are available—but employers are still struggling to find the right match.That may sound contradi...
08/09/2026

More finance candidates are available—but employers are still struggling to find the right match.

That may sound contradictory, but it reflects the current recruitment market.

The latest KPMG and REC Report on Jobs found that candidate availability continued to rise sharply in July.

At the same time, recruiters continued to report shortages of candidates with the precise skills and experience employers required.

For Management Accountants, qualifications and job titles remain important—but they may no longer be enough to distinguish one application from another.

Employers increasingly want evidence of:

• Commercial decision support
• Budgeting and forecasting
• Meaningful variance analysis
• Business partnering with non-finance teams
• Costing, stock or margin experience
• Power BI and strong data capabilities
• ERP and finance-system knowledge
• Process improvement and automation
• Clear communication with senior stakeholders

Candidates should therefore explain the impact of their work.

Instead of writing:

“Responsible for producing monthly management accounts.”

Show what changed because of your contribution:

“Improved the month-end reporting process, reduced completion time and gave operational managers clearer visibility of costs and performance.”

The current market is more competitive, but experienced finance professionals who can demonstrate measurable commercial value remain attractive.

I am currently building relationships with Management Accountants across Leeds and the wider West Yorkshire region.

If you would value a confidential discussion about your experience, market position and next career move, please contact me.

Kelly Siva
Eleanor Banks Recruitment
[email protected]

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71-75 Shelton Street
London
WC2H9JQ

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