Wavelength Public Practice Recruitment

04/09/2026

𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐞𝐝 𝐀𝐮𝐝𝐢𝐭 𝐒𝐞𝐧𝐢𝐨𝐫 – 𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧 - For an experienced Audit Senior who would like greater ownership, genuine flexibility and a clearer route towards management.

This is an opportunity to join a highly regarded independent practice where you will work closely with managers and partners, lead audits from planning through to completion and help develop more junior members of the team.

The firm offers a supportive, close-knit environment, generous hybrid working and the chance to make a visible contribution as its audit department continues to grow.

Applicants should be ACA or ACCA qualified, with substantial audit experience gained within a UK accountancy practice.

Please note that visa sponsorship is not available for this opportunity.

Full details are available through the link in 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.

04/09/2026

𝐀 𝐒𝐭𝐫𝐨𝐧𝐠 𝐂𝐕 𝐈𝐬 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐚 𝐋𝐢𝐬𝐭 𝐨𝐟 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬

When several candidates have similar qualifications and experience, the way that experience is presented can make all the difference.

Before submitting an application, ask yourself whether your CV makes the following clear:

→ The type and size of clients you have worked with
→ The responsibilities you have handled personally
→ The systems, services and technical areas you have experience in
→ How your experience relates to the role you are applying for
→ Why this particular opportunity interests you

Generic descriptions such as "prepared accounts" or "worked on audits" rarely give an employer enough to understand the true extent of your experience.

A few carefully chosen details can help bring your background to life and make it much easier for the person reviewing your application to recognise your suitability.

You do not need to rewrite your entire CV for every vacancy. However, taking a few minutes to emphasise the most relevant experience can significantly improve the strength of your application.

These are simple points, but they often make the difference between getting an interview and not.

🔖 If you are qualified or part-qualified in practice but 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.



https://paiger.link/425313640

02/09/2026

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐢𝐧 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐛𝐮𝐭 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐠𝐫𝐞𝐚𝐭𝐞𝐫 𝐯𝐚𝐫𝐢𝐞𝐭𝐲 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐧𝐞𝐱𝐭 𝐫𝐨𝐥𝐞?

I am recruiting an Audit & Accounts Semi-Senior for an established Northamptonshire firm, offering exposure across accounts preparation, audit, management accounts and taxation.

The position would suit an ACA or ACCA studier, part-qualified accountant or finalist with at least three years' UK public practice experience who wants to broaden their skills and take on increasing responsibility.

Please note that this role is not offering visa sponsorship.

Full details are available through the link in 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.

02/09/2026

𝐂𝐚𝐧 𝐈 𝐚𝐬𝐤 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚 𝐠𝐞𝐧𝐮𝐢𝐧𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧?

Why is it that some candidates become so difficult to contact once a recruiter has started working on their behalf?

A candidate approaches me because they are considering a move. We have a detailed conversation about what they want, I identify suitable firms, speak with clients, present their background carefully and begin creating opportunities for them.

Then, sometimes, they simply stop responding.

I completely understand that circumstances change. You may decide to stay where you are, accept another role or conclude that the opportunity is no longer right for you.

None of that is a problem.

What is frustrating is being left to chase for an answer when considerable time and effort has already been invested on your behalf, particularly when a client is also waiting for an update because they actually want to meet you.

A short message saying, "Thank you for your help, but I have decided not to continue," is all that is needed.

Recruiters are often criticised, sometimes quite rightly, for failing to update candidates or close the loop.

But professional courtesy works both ways.

Surely a brief and honest response is not too much to ask?

If this sounds like you, well it's meant to. You know who you are!

01/09/2026

𝐒𝐭𝐫𝐨𝐧𝐠 𝐢𝐧 𝐚𝐮𝐝𝐢𝐭, 𝐛𝐮𝐭 𝐰𝐨𝐮𝐥𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐛𝐫𝐨𝐚𝐝𝐞𝐧 𝐲𝐨𝐮𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐰𝐢𝐭𝐡 𝐚𝐧 𝐢𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐭 𝐟𝐢𝐫𝐦?

This independent Northampton accountancy firm is open to recruiting an Audit Senior whose experience may currently be almost entirely audit focused.

You do not need to arrive with extensive accounts or tax experience.

Audit will remain the principal focus of the role, but the firm can gradually help you develop greater exposure to accounts preparation, tax and the wider requirements of SME and owner-managed business clients.

For someone currently working in a larger or more departmentalised firm, this could provide the opportunity to retain the audit work you enjoy while developing into a more rounded general-practice accountant.

Equally, if you already have some accounts experience alongside audit, the position can be shaped to build on that.

The important starting point is good-quality audit experience gained within a UK accountancy practice and an interest in joining an independent firm where your responsibilities can broaden over time.

Applicants must already have the right to work in the UK without requiring employer visa sponsorship.

Full details are available through the link in the comments below. ⬇️

If you would like an initial confidential conversation before deciding whether to apply, please feel free to message me directly.

28/08/2026

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐥𝐚𝐫𝐠𝐞𝐫 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐟𝐢𝐫𝐦 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐡𝐚𝐬 𝐛𝐞𝐜𝐨𝐦𝐞 𝐚𝐥𝐦𝐨𝐬𝐭 𝐞𝐧𝐭𝐢𝐫𝐞𝐥𝐲 𝐚𝐮𝐝𝐢𝐭 𝐟𝐨𝐜𝐮𝐬𝐞𝐝?

This Audit Senior opportunity in Northampton could offer the chance to broaden your experience over time without stepping away from audit.

Audit will remain the principal focus of the position, but joining an established independent firm will also provide greater exposure to the wider needs of SME and owner-managed business clients, including accounts preparation, tax and more direct involvement in client relationships.

It could be an excellent move for someone who has developed strong audit experience but now wants a more varied role, greater responsibility and a broader understanding of general practice.

Applicants must have recent experience within a UK accountancy practice and an existing right to work in the UK without requiring employer visa sponsorship.

Full details are available through the link in 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.

27/08/2026

𝐀𝐫𝐞 𝐒𝐚𝐥𝐚𝐫𝐲 𝐒𝐚𝐜𝐫𝐢𝐟𝐢𝐜𝐞 𝐒𝐜𝐡𝐞𝐦𝐞𝐬 𝐭𝐡𝐞 𝐍𝐨𝐫𝐦? 🤔

Salary sacrifice can be a brilliant way for employees to swap part of their gross salary for non-cash benefits - often with tax and NI savings in the process. 💼💰

Larger firms (especially public sector or big corporates) tend to offer them, but for many smaller businesses, the admin can be a hurdle. According to Employee Benefits' 2024 report, only around 40% of UK employers currently provide salary sacrifice options - meaning plenty of employees could be missing out. 📊❌

Common uses? Extra pension contributions, childcare vouchers, even company cars. We've seen people use them to great effect, boosting their overall package without necessarily boosting the headline salary. 🚗👶💳

In a market where every penny counts, it's worth knowing if your employer offers it - and if not, asking why. Just remember to get proper financial advice before making the leap. 💡📈

Have you used salary sacrifice? Which benefits made the most difference for you? 🤔✅

26/08/2026

𝐓𝐡𝐢𝐬 𝐦𝐚𝐲 𝐛𝐞 𝐚𝐧 𝐞𝐱𝐭𝐫𝐞𝐦𝐞 𝐞𝐱𝐚𝐦𝐩𝐥𝐞, 𝐛𝐮𝐭 𝐢𝐭 𝐜𝐚𝐫𝐫𝐢𝐞𝐬 𝐚𝐧 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 𝐦𝐞𝐬𝐬𝐚𝐠𝐞 𝐟𝐨𝐫 𝐚𝐧𝐲𝐨𝐧𝐞 𝐩𝐮𝐫𝐬𝐮𝐢𝐧𝐠 𝐚 𝐜𝐚𝐫𝐞𝐞𝐫 𝐢𝐧 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲. A post worth sharing from PQ Magazine...

Honesty about qualifications, exam results and experience is not optional. Misrepresenting any part of your professional record can have serious consequences not only for your own career, but also for employers, clients and the reputation of the profession as a whole.

Accountancy is built on trust and integrity. Those standards must apply from the very beginning of a career, not simply once somebody becomes qualified.

An important story for candidates, students and employers to read. Click on the link for details.

News Struck off ACCA student jailed 24/08/2026 FacebookWhatsAppLinkedinEmailPrint A banned ACCA student, Tameri Fon, has been jailed for stealing over £300,000 from his employers DP World, a multinational port and logistics firm based in Southampton. Some 10 months before his arrest, Fon was remove...

25/08/2026

𝐀 𝐉𝐨𝐛 𝐀𝐝𝐯𝐞𝐫𝐭 𝐈𝐬 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 - 𝐍𝐨𝐭 𝐀𝐧 𝐈𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐭 𝐑𝐞𝐟𝐞𝐫𝐞𝐧𝐜𝐞

This post has been prompted by a recruitment post I recently saw on LinkedIn promoting an employer's culture, salaries, development opportunities and exciting plans for growth. The post is by an external recruiter handling the recruitment for the accountancy firm, so not an objective post.

I know more about that particular employer and what has happened behind the scenes than somebody reading the post would ever be expected to know. It reminded me why candidates should not take recruitment advertising entirely at face value.

"Great culture."

"Competitive salaries."

"Exciting growth."

"Genuine career development."

We see claims like these in recruitment posts every day. But candidates should remember that an agency appointed to promote an employer is presenting the story that employer wants told.

That does not necessarily make the claims untrue. It does mean they should not be accepted without question.

I recently represented a candidate who accepted an offer and resigned from a secure position. Several weeks into his notice period, the employer withdrew the offer through no fault of the candidate.

By that stage, his former position was no longer available to return to. He was left facing unemployment after making a life-changing decision in good faith.

The same employer could still advertise attractive salaries, excellent benefits, career development and a people-focused culture. None of those statements would tell a prospective candidate how it had treated someone when its own circumstances changed.

That is why candidates need to look beyond polished recruitment posts.

Ask:

- Why is the position available?
- What is the staff turnover?
- How long have people remained with the firm?
- Have roles or offers previously been withdrawn?
- What happens if business plans change after somebody resigns?
- Can the claims about salary, progression and flexibility be supported with specifics?

Recruiters should be prepared to answer those questions honestly not simply repeat an employer's marketing language.

A good recruitment process is not defined by how attractive the advertisement sounds. It is defined by how people are treated.

Candidates: do your due diligence. The things that are missing from a recruitment post can sometimes matter far more than the things included in it.

25/08/2026

𝐖𝐡𝐲 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐈𝐬 𝐚𝐭 𝐭𝐡𝐞 𝐇𝐞𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐇𝐆𝐕 𝐃𝐫𝐢𝐯𝐞𝐫 𝐒𝐡𝐨𝐫𝐭𝐚𝐠𝐞 - The UK's HGV driver shortage is often attributed to Brexit and the pandemic, but the underlying problem appears to run much deeper.

This article from the REC argues that recruitment alone is not the answer. Retaining experienced drivers through better pay, improved working conditions, more manageable hours and a healthier work-life balance is just as important.

Although originally published in 2022, many of the points raise a wider question that remains relevant across numerous sectors: when skilled people leave an industry, should employers focus less on finding more candidates and more on understanding why people do not stay?

Read the full article by clicking on the link in first comment below ⬇️

HGV Driver Shortage – the Causes, the Facts and the Potential Solutions