Wavelength Public Practice Recruitment

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Wavelength Public Practice Recruitment

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We provide an efficient & reliable recruitment & advisory service, specifically for the public practice accountancy industry.

At Wavelength we specialise in providing permanent and temporary accountancy staff to Professional firms of Accountants, from trainee to direct Partner entry. We recruit for Public Practice opportunities across a wide geographical area including West Midlands, East Midlands, Thames Valley, East Anglia and the Northern Home Counties and recruit for all areas of Public Practice including audit, accountancy taxation, insolvency and corporate finance. As Public Practice recruitment specialists we recruit for any size of firm, from the sole trader and small partnership to the middle and top tier firms. At Wavelength we match the candidate to the client and the client to the candidate.

20/10/2026

𝐄𝐧𝐣𝐨𝐲 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐚𝐮𝐝𝐢𝐭𝐬, 𝐛𝐮𝐭 𝐰𝐚𝐧𝐭 𝐦𝐨𝐫𝐞 𝐬𝐚𝐲 𝐢𝐧 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐠𝐨𝐞𝐬 𝐧𝐞𝐱𝐭? I'm recruiting for an Auditor to join a small, growing independent accountancy firm in Northampton, where you can take ownership of assignments, work closely with the partners and develop towards management.

𝐓𝐡𝐞𝐫𝐞'𝐬 𝐩𝐥𝐞𝐧𝐭𝐲 𝐭𝐨 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫:

- Genuine flexibility and hybrid working options.
- A varied portfolio of owner-managed businesses and SMEs.
- A structured progression path.
- The opportunity to help shape a growing audit department.

You'll need to be ACA or ACCA qualified, with UK practice audit experience and confidence leading assignments.

If you enjoy audit and would welcome greater responsibility within an independent firm, take a look at the full details or contact me for a confidential conversation.

Interested in finding out more? I've placed the link with more details in the comments below ⬇️

🔖 If you are not actively looking yet, save this post so you can revisit it later. If this could be relevant to someone in your network, please feel free to share or pass it on.

If you are quietly considering your next step in practice, I am happy to have a confidential conversation. Drop me a message or connect with me on LinkedIn.

All enquiries will be treated in the strictest confidence.

𝐏𝐥𝐞𝐚𝐬𝐞 𝐧𝐨𝐭𝐞 𝐭𝐡𝐚𝐭 𝐕𝐢𝐬𝐚 𝐬𝐩𝐨𝐧𝐬𝐨𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞, 𝐞𝐢𝐭𝐡𝐞𝐫 𝐧𝐨𝐰 𝐨𝐫 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞

20/10/2026

𝐒𝐡𝐨𝐮𝐥𝐝 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐩𝐚𝐫𝐭-𝐭𝐢𝐦𝐞 𝐦𝐞𝐚𝐧 𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐥𝐞𝐬𝐬 𝐩𝐞𝐫 𝐡𝐨𝐮𝐫? A discussion I have had many times..

If two accountants are doing comparable work, at the same level and with similar responsibility, I would generally expect their salaries to reflect that on a pro-rata basis.

Someone working three days instead of five brings their experience, qualifications and judgement to work on all three of those days.

But there is another part of the discussion: 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞𝐬 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐞𝐪𝐮𝐢𝐯𝐚𝐥𝐞𝐧𝐭?

A full-time Client Manager might oversee a larger portfolio, supervise more people or take on additional management duties. Those differences could justify a higher salary.

Equally, a part-time Client Manager might carry the same level of technical responsibility and manage a proportionately smaller portfolio. In that situation, fewer hours alone would be a poor reason to value their contribution at a lower hourly rate.

Full-time hours do not automatically mean greater responsibility. Part-time hours do not automatically mean less seniority.

The useful conversation is about what the person will actually be expected to deliver:

- The size and complexity of their portfolio.
- Their responsibility for clients and staff.
- Their decision-making authority.
- The workload that can realistically fit into their hours.

And that last point matters. A pro-rata salary becomes much less attractive if someone is expected to squeeze five days' work into three.

For firms recruiting and accountants considering a move, the starting point should be a clear role and a realistic workload. That gives both sides a much better basis for agreeing a fair salary.

19/10/2026

𝐅𝐢𝐧𝐝𝐢𝐧𝐠 𝐚 𝐩𝐚𝐫𝐭-𝐭𝐢𝐦𝐞 𝐫𝐨𝐥𝐞 𝐬𝐭𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐟𝐢𝐭. For some accountants, that means three full days a week. For others, it means shorter days across the week, perhaps around school hours or other commitments.

Those arrangements can involve the same number of hours, but lead to quite different conversations with a prospective employer.

Then there's the role itself.

You might want to retain a client portfolio, continue working in audit, focus on accounts and tax, or take on less management responsibility. Fewer hours doesn't automatically mean wanting a less senior position.

When speaking to a recruiter, it helps to explain:

- Your preferred hours and working pattern.
- What is essential and where you have flexibility.
- The work and level of responsibility you want.
- Your salary expectations, making clear whether the figure is the full-time equivalent or the actual salary for your proposed hours.
out your priorities.
You don't need to have every detail settled before starting a conversation. Talking it through can help you work

But the clearer the picture, the easier it becomes to identify firms where your experience and working pattern could fit.

If you're considering a part-time move within accountancy practice, I'm happy to talk through what you're looking for and give you an honest view of where I may be able to help.

16/10/2026

𝐑𝐞𝐚𝐝𝐲 𝐟𝐨𝐫 𝐚 𝐛𝐢𝐠𝐠𝐞𝐫 𝐩𝐚𝐫𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐚𝐧 𝐢𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐭 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐟𝐢𝐫𝐦? An established Northamptonshire practice is looking for an experienced professional to work alongside its Managing Director, take responsibility for client relationships and contribute to the firm's development.

There is flexibility around the appointment, with scope to shape the role around your experience and ambitions.

𝐂𝐥𝐢𝐞𝐧𝐭 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐚𝐝𝐯𝐢𝐬𝐨𝐫𝐲

You could be an accounts professional or Client Manager ready to take greater ownership of a portfolio. With much of the accounts preparation handled by the team, you would focus on client discussions, reviewing their needs and taking on responsibilities currently held by the Managing Director.

For someone interested in developing their tax and advisory experience, there would be scope to build this into the role.

𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐭𝐚𝐱 𝐨𝐟𝐟𝐞𝐫𝐢𝐧𝐠

Alternatively, you may be a Tax Manager looking for the opportunity to become the main tax contact within a small practice. You would oversee tax compliance and help develop the advisory offering. Confidence working independently and supporting colleagues on tax matters would be important.

𝐀 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐫𝐨𝐮𝐭𝐞 𝐭𝐨 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧

If your longer-term ambition is to run a firm, there may also be an opportunity to explore a future succession arrangement. Working within the business would allow you and the Managing Director to get to know each other, and assess whether it is the right direction for both parties. Any future arrangement would be discussed and agreed over time.

The firm has an established team and client base, covering statutory accounts, tax compliance, management accounts and bookkeeping. Specialist tax planning and audit are currently supported by external firms.

𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧𝐬𝐡𝐢𝐫𝐞 | 𝐎𝐟𝐟𝐢𝐜𝐞-𝐛𝐚𝐬𝐞𝐝 | 𝐒𝐚𝐥𝐚𝐫𝐲 𝐨𝐩𝐞𝐧 𝐭𝐨 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐨𝐧

You will need relevant UK accountancy practice experience, a confident approach to client relationships and the ability to take responsibility while supporting an existing team.

Salary will reflect your experience and the scope of the role agreed.

Interested in finding out more? I've placed the link with more details in the comments below ⬇️

🔖 If you are not actively looking yet, save this post so you can revisit it later. If this could be relevant to someone in your network, please feel free to share or pass it on.

If you are quietly considering your next step in practice, I am happy to have a confidential conversation. Drop me a message or connect with me on LinkedIn.

All enquiries will be treated in the strictest confidence.

𝐏𝐥𝐞𝐚𝐬𝐞 𝐧𝐨𝐭𝐞 𝐭𝐡𝐚𝐭 𝐕𝐢𝐬𝐚 𝐬𝐩𝐨𝐧𝐬𝐨𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞, 𝐞𝐢𝐭𝐡𝐞𝐫 𝐧𝐨𝐰 𝐨𝐫 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞.

16/10/2026

"𝐈'𝐦 𝐪𝐮𝐢𝐭𝐞 𝐝𝐢𝐫𝐞𝐜𝐭." 𝐀 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡 - 𝐨𝐫 𝐚 𝐫𝐞𝐚𝐬𝐨𝐧 𝐭𝐨 𝐩𝐚𝐮𝐬𝐞? It's something I sometimes hear when speaking with candidates and clients.

In recruitment, I spend a lot of time talking with candidates and clients about their experience, expectations and how they like to work.

Occasionally, someone will describe themselves as "quite direct". It's a phrase that's made me think about the difference between what we intend to convey and what another person might hear - particularly when we're meeting for the first time.

Usually, I suspect it's intended positively: 𝐈'𝐦 𝐡𝐨𝐧𝐞𝐬𝐭. 𝐈 𝐠𝐞𝐭 𝐭𝐨 𝐭𝐡𝐞 𝐩𝐨𝐢𝐧𝐭. 𝐘𝐨𝐮'𝐥𝐥 𝐤𝐧𝐨𝐰 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮 𝐬𝐭𝐚𝐧𝐝 𝐰𝐢𝐭𝐡 𝐦𝐞 and there's plenty to value in that. Clear communication saves time, avoids misunderstandings and makes difficult conversations easier to navigate.

But "direct" can leave room for a different interpretation.

Does it mean someone is comfortable giving a clear, honest opinion? Or could it mean they're blunt, dismissive or less willing to hear another point of view?

The word alone doesn't tell us. How someone communicates does.

There's a difference between:

"I see it differently, and here's why."

And:

"You're wrong. That won't work."

Both make a position clear. Only one leaves much room for a useful discussion.

In an accountancy practice, you might need to challenge a client, give a colleague difficult feedback or explain why something can't be done. Being clear matters. So do tone, timing and a willingness to listen.

Perhaps the better description is:

"𝐈'𝐦 𝐜𝐥𝐞𝐚𝐫 𝐚𝐧𝐝 𝐬𝐭𝐫𝐚𝐢𝐠𝐡𝐭𝐟𝐨𝐫𝐰𝐚𝐫𝐝, 𝐛𝐮𝐭 𝐈'𝐦 𝐚𝐥𝐬𝐨 𝐡𝐚𝐩𝐩𝐲 𝐭𝐨 𝐥𝐢𝐬𝐭𝐞𝐧 𝐚𝐧𝐝 𝐛𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐝."

Of course, the behaviour needs to match the words.

I wouldn't judge someone simply for describing themselves as direct. But I would want to understand what that looks like in practice.

𝐃𝐢𝐫𝐞𝐜𝐭𝐧𝐞𝐬𝐬 𝐜𝐚𝐧 𝐛𝐞 𝐚 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡. 𝐈𝐭 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐦𝐨𝐫𝐞 𝐯𝐚𝐥𝐮𝐚𝐛𝐥𝐞 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐨𝐭𝐡𝐞𝐫 𝐩𝐞𝐫𝐬𝐨𝐧 𝐬𝐭𝐢𝐥𝐥 𝐟𝐞𝐞𝐥𝐬 𝐡𝐞𝐚𝐫𝐝 𝐚𝐧𝐝 𝐫𝐞𝐬𝐩𝐞𝐜𝐭𝐞𝐝.

15/10/2026

𝐄𝐧𝐣𝐨𝐲 𝐚𝐮𝐝𝐢𝐭, 𝐛𝐮𝐭 𝐰𝐚𝐧𝐭 𝐫𝐨𝐨𝐦 𝐟𝐨𝐫 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐚𝐮𝐝𝐢𝐭? Managing client relationships. Reviewing accounts. Helping a junior colleague develop. Working with partners on advice that makes a difference to a business.

If those are the parts of your role you want more of, this Audit & Accounts Manager opportunity in Northampton could be worth exploring.

I'm working with a well-regarded independent accountancy firm offering a varied management role, combining responsibility for your own client portfolio with audit, accounts and advisory work.

You'll lead assignments, support the team and work closely with partners, with the opportunity to contribute to the firm's continued growth.

You'll need ACA or ACCA qualification, strong audit experience within UK accountancy practice, and experience managing client relationships and reviewing work.

Interested in finding out more? I've placed the link with more details in the comments below ⬇️

🔖 If you are not actively looking yet, save this post so you can revisit it later. If this could be relevant to someone in your network, please feel free to share or pass it on.

If you are quietly considering your next step in practice, I am happy to have a confidential conversation. Drop me a message or connect with me on LinkedIn.

All enquiries will be treated in the strictest confidence.

𝐏𝐥𝐞𝐚𝐬𝐞 𝐧𝐨𝐭𝐞 𝐭𝐡𝐚𝐭 𝐯𝐢𝐬𝐚 𝐬𝐩𝐨𝐧𝐬𝐨𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞 𝐧𝐨𝐰 𝐨𝐫 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞.

15/10/2026

𝗔𝗿𝗲 𝗬𝗼𝘂 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗮 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 - 𝗼𝗿 𝗦𝗼𝗺𝗲𝗼𝗻𝗲 𝘁𝗼 𝗧𝗮𝗸𝗲 𝘁𝗵𝗲 𝗣𝗿𝗲𝘀𝘀𝘂𝗿𝗲 𝗢𝗳𝗳?

Client queries. Accounts to review. Staff needing guidance. Decisions that always seem to come back to you.

For an independent accountancy firm owner, recruiting a manager can feel like the obvious next step.

But before writing the job description, it helps to be clear about what you need that person to take ownership of.

That might be:
▪️ Managing client relationships with less day-to-day involvement from you
▪️ Reviewing accounts and tax work so that jobs keep moving
▪️ Supporting colleagues and dealing with everyday queries
▪️ Managing workflow, deadlines and priorities
▪️ Gradually taking on wider responsibility within the practice

𝗧𝗵𝗲 𝘁𝗶𝘁𝗹𝗲 𝗮𝗹𝗼𝗻𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘁𝗲𝗹𝗹 𝘁𝗵𝗲 𝘄𝗵𝗼𝗹𝗲 𝘀𝘁𝗼𝗿𝘆.

A Client Manager in one firm may already handle a portfolio with considerable autonomy. In another, someone with the same title may have strong technical experience but limited involvement in staff management or client decisions.

Understanding those differences helps you assess whether their experience matches the support your firm needs.

It also helps to separate what is essential from day one from what someone could develop with guidance. Expecting one appointment to immediately cover every technical, commercial and leadership need can make the search unnecessarily difficult.

𝗔𝗻𝗱 𝘁𝗵𝗲 𝗮𝗽𝗽𝗼𝗶𝗻𝘁𝗺𝗲𝗻𝘁 𝗶𝘀 𝗼𝗻𝗹𝘆 𝗽𝗮𝗿𝘁 𝗼𝗳 𝗶𝘁.

The person joining needs a proper handover, clear expectations and the authority to make decisions within agreed boundaries.

If clients still come straight to you, staff bypass the manager and every decision needs your approval, much of the pressure will remain.

For the right candidate, taking on that responsibility can be an attractive career move: greater autonomy, closer client involvement and the opportunity to make a visible contribution to the firm.

𝗔 𝘄𝗲𝗹𝗹-𝗽𝗹𝗮𝗻𝗻𝗲𝗱 𝗮𝗽𝗽𝗼𝗶𝗻𝘁𝗺𝗲𝗻𝘁 𝗰𝗮𝗻 𝗴𝗶𝘃𝗲 𝗯𝗼𝘁𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 𝗿𝗼𝗼𝗺 𝘁𝗼 𝗺𝗼𝘃𝗲 𝗳𝗼𝗿𝘄𝗮𝗿𝗱: 𝘁𝗵𝗲 𝗼𝘄𝗻𝗲𝗿 𝗴𝗮𝗶𝗻𝘀 𝗯𝗿𝗲𝗮𝘁𝗵𝗶𝗻𝗴 𝘀𝗽𝗮𝗰𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗴𝗮𝗶𝗻𝘀 𝘀𝗰𝗼𝗽𝗲 𝘁𝗼 𝗴𝗿𝗼𝘄.

If this sounds familiar, I'm always happy to talk through how a role could be shaped—or help you explore an opportunity to take on that responsibility.

14/10/2026

𝐀 𝐬𝐞𝐧𝐢𝐨𝐫 𝐭𝐚𝐱 𝐫𝐨𝐥𝐞 𝐰𝐢𝐭𝐡 𝐚 𝐬𝐚𝐲 𝐢𝐧 𝐰𝐡𝐚𝐭 𝐜𝐨𝐦𝐞𝐬 𝐧𝐞𝐱𝐭. At a senior level, your next move may be about more than the work itself. The opportunity to influence decisions, develop client relationships and see a clear route towards Partnership can matter just as much.

I'm recruiting for a growing independent accountancy firm in 𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧𝐬𝐡𝐢𝐫𝐞, seeking a 𝐓𝐚𝐱 𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 to help develop its established advisory offering.

Working alongside an experienced Tax Partner, you'll advise owner-managed businesses and high-net-worth individuals, lead complex assignments and help shape the future direction of the tax function.

𝐖𝐡𝐚𝐭'𝐬 𝐨𝐧 𝐨𝐟𝐟𝐞𝐫:
- £100,000+ salary, with flexibility to reflect your experience
- Bonus, pension and benefits
- Flexible working arrangements
- A clear pathway towards Partner for the right individual

If you're already earning more, that needn't rule out a conversation. The firm is open to discussing a package that reflects the contribution you would bring.

For an experienced corporation tax advisory professional who wants greater involvement in the leadership and growth of an independent firm, this could be a worthwhile next step.

𝐅𝐮𝐥𝐥 𝐝𝐞𝐭𝐚𝐢𝐥𝐬 𝐚𝐫𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐥𝐢𝐧𝐤 𝐢𝐧 𝐦𝐲 𝐟𝐢𝐫𝐬𝐭 𝐜𝐨𝐦𝐦𝐞𝐧𝐭. Alternatively, message me directly for a confidential conversation.

Relevant UK public practice experience is essential. Visa sponsorship is unavailable now or in the future.

14/10/2026

𝐖𝐡𝐚𝐭'𝐬 𝐃𝐫𝐢𝐯𝐢𝐧𝐠 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐭𝐬 𝐭𝐨 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐚 𝐂𝐚𝐫𝐞𝐞𝐫 𝐌𝐨𝐯𝐞?

A higher salary can catch your attention. But deciding to leave a firm often involves much more than the pay packet.

For accountants working in practice, it's worth looking at the whole picture:

💰 𝐒𝐚𝐥𝐚𝐫𝐲 𝐚𝐧𝐝 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧
Being paid fairly matters - as does knowing that your contribution is recognised as your skills and responsibilities grow.

⏳ 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐰𝐨𝐫𝐤𝐥𝐨𝐚𝐝
Hybrid working is only part of the picture. Realistic workloads, trust and the ability to accommodate life outside work matter too.

📈 𝐀 𝐜𝐥𝐞𝐚𝐫𝐞𝐫 𝐟𝐮𝐭𝐮𝐫𝐞
Progression needs to mean more than "there will be opportunities". It helps to understand what the next step looks like, how you'll get there and who will support you.

🤝 𝐓𝐡𝐞 𝐰𝐨𝐫𝐤 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐩𝐞𝐨𝐩𝐥𝐞
More client contact, broader experience, support with advisory work or a closer working relationship with the partners can all make a role more attractive.

Sometimes the frustration is an accumulation of things: another delayed salary review, limited opportunities to develop, or responsibilities that keep growing without the support to match.

For firms, these are useful conversations to have before a resignation arrives.

For candidates, the aim should be to find a move that addresses what's missing and gives you something worthwhile to build on.

If you're working in accountancy practice and considering your next step, I'm happy to have a confidential conversation about your priorities and opportunities with independent and regional firms across Northamptonshire, Milton Keynes and nearby areas.

13/10/2026

𝗔 𝗵𝗶𝗴𝗵𝗲𝗿 𝘀𝗮𝗹𝗮𝗿𝘆 𝘁𝗼𝗱𝗮𝘆. 𝗕𝘂𝘁 𝗮𝘁 𝘄𝗵𝗮𝘁 𝗰𝗼𝘀𝘁 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗺𝗼𝘃𝗲?

Changing jobs can bring a welcome pay rise. But if moving becomes your main strategy for increasing your salary, sooner or later that pattern may work against you.

One short stay can be explained. A succession of short stays becomes harder to account for, particularly if each move appears to have been driven mainly by money.

There's an argument that moving between firms broadens your experience. It certainly can. Different clients, systems and ways of working can all help you develop.

But time served across several firms doesn't automatically demonstrate greater depth of experience.

Have you stayed long enough to take on more responsibility, see assignments through another annual cycle, build client relationships and put your learning into practice?

In accountancy practice, firms are investing in much more than your salary. Especially while you're studying, that investment can include course fees, study leave, mentoring and considerable time from experienced colleagues.

They will want some confidence that you intend to stay long enough to develop and contribute.

If your CV shows repeated moves after a few months or a year, a prospective employer may start to wonder whether they will simply be the next stepping stone to another pay rise.

Of course, there are valid reasons to leave a job. A role may have been misrepresented, support may be lacking, or your pay may no longer reflect your responsibilities. You shouldn't feel obliged to stay regardless of the circumstances.

But before moving primarily for a higher salary, consider whether you've explored progression with your current firm - and whether the next role offers enough beyond the money to make it worth staying.

𝗧𝗵𝗲 𝗻𝗲𝘅𝘁 𝗽𝗮𝘆 𝗿𝗶𝘀𝗲 𝗺𝗮𝘆 𝗯𝗲 𝗮𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝘃𝗲. 𝗠𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝗶𝘁 𝗮𝗹𝘀𝗼 𝗺𝗼𝘃𝗲𝘀 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

A strong CV shows what you've learned, contributed and achieved - alongside where you've worked.

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