Wavelength Public Practice Recruitment

04/06/2026

𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐭𝐨 𝐭𝐚𝐤𝐞 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐬𝐭𝐞𝐩 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐜𝐚𝐫𝐞𝐞𝐫?

A growing and well-established accountancy practice in Kettering is looking to recruit a Semi-Senior Accountant to join its team as part of its plans for future growth.

This is an excellent opportunity for someone with UK accountancy practice experience who is comfortable preparing accounts with minimal supervision and wants to broaden their exposure across a varied client portfolio.

You'll gain experience working with limited companies, sole traders and partnerships, while also developing your client-facing skills, management accounting experience and wider general practice knowledge.

✔ Competitive salary
✔ Study support available for the right person
✔ Varied client portfolio
✔ Friendly and modern working environment
✔ Genuine long-term progression opportunities
✔ Free parking and social events

Whether you are part-qualified, a stopped studier or qualified by experience, I would be pleased to have a confidential conversation.

Details in the link below in comments👇

🔖 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.

04/06/2026

𝐒𝐨𝐦𝐞𝐭𝐢𝐦𝐞𝐬 𝐭𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐛𝐚𝐫𝐫𝐢𝐞𝐫 𝐭𝐨 𝐚 𝐠𝐫𝐞𝐚𝐭 𝐡𝐢𝐫𝐞 𝐢𝐬 𝐧𝐨𝐭 𝐬𝐚𝐥𝐚𝐫𝐲, 𝐬𝐤𝐢𝐥𝐥𝐬 𝐨𝐫 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧...𝐈𝐭 𝐢𝐬 𝐡𝐞𝐬𝐢𝐭𝐚𝐭𝐢𝐨𝐧.

A situation I occasionally come across is when I identify someone who could be a strong fit for a firm. I share an anonymous overview and the response is positive.

"Sounds interesting. Can we see the CV?"

The challenge is that I have not yet got enough information about the role to properly brief the candidate or obtain their agreement to proceed.

The response then becomes:

"We need to see the CV before we can define the role."

And that is where things can stall. The firm wants more certainty before investing time. The candidate wants more certainty before sharing details.

Neither position is unreasonable.

The problem is that opportunities rarely improve while everyone waits.

The longer the process sits in neutral, the greater the chance that interest fades, priorities change, or somebody else moves first.

In recruitment, some of the best outcomes start with a conversation rather than a fully formed job description or a CV landing on a desk.

Sometimes both sides simply need enough confidence to take the next step.

I suspect most recruiters have encountered this at some point, and I often wonder how many good hires never happen because everyone is waiting for the other side to commit first.

02/06/2026

𝐘𝐨𝐮𝐫 𝐂𝐕 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐭𝐞𝐥𝐥 𝐲𝐨𝐮𝐫 𝐞𝐧𝐭𝐢𝐫𝐞 𝐜𝐚𝐫𝐞𝐞𝐫 𝐬𝐭𝐨𝐫𝐲. It needs to make the right information easy to find.

I reviewed a CV from a candidate who had relevant experience for the type of accountancy practice roles I recruit for, but it took far longer than it should have to identify it.

The experience was there.

The challenge was that the key details were hidden amongst information that was far less relevant to the opportunity.

That is a common issue.

Hiring managers are not usually searching for everything you have ever done. They are looking for evidence that you can do the role they are trying to fill.

A few simple ways to improve your chances:

✅ 𝐒𝐭𝐚𝐫𝐭 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞

Before making changes to your CV, study the job description carefully. What skills, experience and responsibilities appear repeatedly? Make sure those points are easy to spot on your CV.

✅ 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐭 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞

Tailoring a CV is not about changing the truth. It is about making the most relevant information stand out first.

✅ 𝐔𝐬𝐞 𝐜𝐥𝐞𝐚𝐫 𝐥𝐚𝐧𝐠𝐮𝐚𝐠𝐞

Where appropriate, reflect the terminology used in the advert. It can help with applicant tracking systems and makes it easier for employers to connect your experience with their requirements.

✅ 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬

A concise CV that demonstrates impact will usually be more effective than pages of responsibilities.

Small changes can make a significant difference.

The candidates who secure interviews are not always those with the strongest backgrounds. Quite often, they are the ones who present their experience most clearly.

⚠️ 𝐃𝐨 𝐧𝐨𝐭 𝐜𝐨𝐧𝐟𝐮𝐬𝐞 𝐭𝐚𝐢𝐥𝐨𝐫𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐨𝐯𝐞𝐫𝐬𝐞𝐥𝐥𝐢𝐧𝐠.

A good CV shines a spotlight on your most relevant experience, but it should never exaggerate it. The aim is to make your strengths easier to see, not to create strengths that are not really there. The best interviews happen when expectations match reality.

If you work in accountancy practice and are considering your next move, or would like some honest feedback on your CV, feel free to get in touch.

01/06/2026

𝐈𝐧 𝐥𝐢𝐠𝐡𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐧𝐮𝐦𝐛𝐞𝐫 𝐨𝐟 𝐜𝐨𝐧𝐬𝐨𝐥𝐢𝐝𝐚𝐭𝐢𝐨𝐧𝐬 / 𝐦𝐞𝐫𝐠𝐞𝐫𝐬 𝐭𝐡𝐚𝐭 𝐡𝐚𝐯𝐞 𝐛𝐞𝐞𝐧 𝐠𝐨𝐢𝐧𝐠 𝐨𝐧 𝐥𝐚𝐭𝐞𝐥𝐲, 𝐭𝐡𝐢𝐬 𝐢𝐬 𝐚𝐧 𝐚𝐫𝐭𝐢𝐜𝐥𝐞 𝐈 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 𝐰𝐚𝐬 𝐰𝐨𝐫𝐭𝐡 𝐬𝐡𝐚𝐫𝐢𝐧𝐠...

Summary below. Click on Link for full article.

Mergers can bring big changes to accountancy firms, but too often, the aftermath looks like a whirlwind of mixed processes, systems and standards. This chaos can disrupt daily operations, making mergers challenging to manage.

Bringing two accounting firms together isn't just about merging data. It's about standardising processes and making sure everyone is on the same page from day one. According to AccountingWEB, using a unified platform like the Intuit Accountant Suite can resolve a lot of these headaches.

Key points to manage post-merger integration effectively:

✅ Standardise workflows to ensure consistency and a smooth transition
✅ Keep an eye on data integrity and resolve issues quickly
✅ Avoid rushing the integration to not force processes prematurely
✅ Focus on training to align new teams with the broader group

Are you in the middle of an M&A process or planning one soon? I am interested to hear your experiences or help you find the right talent. Reach out or connect with me.

Consolidating firms need a way to bring new offices and client portfolios into the fold quickly, while keeping data integrity intact and preventing

29/05/2026

𝐑𝐨𝐥𝐞 𝐑𝐨𝐮𝐧𝐝-𝐔𝐩 – 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬

A selection of opportunities currently being discussed with accountancy firms across Northamptonshire, Milton Keynes, Bedfordshire and the surrounding region.

Whether you are actively considering a move or simply keeping an eye on the market, here are some of the opportunities currently available:

💼 𝐒𝐞𝐧𝐢𝐨𝐫 𝐀𝐮𝐝𝐢𝐭 & 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐬 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 | 𝐌𝐢𝐥𝐭𝐨𝐧 𝐊𝐞𝐲𝐧𝐞𝐬 | 𝐔𝐩 𝐭𝐨 £𝟕𝟎𝐊 A key leadership role within a growing independent firm. Ideal for someone who enjoys managing client relationships, developing staff and helping shape the future direction of the practice.

💼 𝐀𝐮𝐝𝐢𝐭 & 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐬 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 | 𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧𝐬𝐡𝐢𝐫𝐞 | £𝟔𝟎𝐊–£𝟕𝟎𝐊 A strategic hire with a modern independent practice. A great opportunity for someone looking to lead audits, mentor staff and play a visible role in shaping the department over the coming years.

💼 𝐂𝐥𝐢𝐞𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 | 𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧𝐬𝐡𝐢𝐫𝐞 | £𝟒𝟓𝐊–£𝟓𝟓𝐊 Ideal for someone who enjoys managing a portfolio of SME clients, reviewing accounts and tax work, building long-term relationships and supporting junior team members.

💼 𝐀𝐮𝐝𝐢𝐭 𝐒𝐞𝐧𝐢𝐨𝐫 | 𝐁𝐞𝐝𝐟𝐨𝐫𝐝𝐬𝐡𝐢𝐫𝐞 | £𝟒𝟓𝐊–£𝟓𝟐𝐊 A strong opportunity for a qualified or nearly qualified auditor seeking exposure to a diverse client base within a supportive independent practice.

💼 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐬 & 𝐀𝐮𝐝𝐢𝐭 𝐒𝐞𝐧𝐢𝐨𝐫 | 𝐍𝐨𝐫𝐭𝐡𝐚𝐦𝐩𝐭𝐨𝐧𝐬𝐡𝐢𝐫𝐞 | £𝟒𝟎𝐊–£𝟓𝟎𝐊 Ideal for someone looking to build on their experience across accounts preparation, audit assignments and client-facing responsibilities.

If you would like more information on any of the above, or simply want an informal conversation about the market, feel free to get in touch.

Not every opportunity is advertised publicly, so if you are considering a move later this year or simply want to understand what is happening in the market, I am always happy to have a confidential conversation.

✅ Independent firms

✅ Genuine progression opportunities

✅ Advisory exposure

✅ Flexible and hybrid working options available across many roles

29/05/2026

𝐍𝐨𝐭 𝐞𝐯𝐞𝐫𝐲 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐞𝐧𝐝𝐬 𝐰𝐢𝐭𝐡 𝐩𝐫𝐢𝐯𝐚𝐭𝐞 𝐞𝐪𝐮𝐢𝐭𝐲.

I was speaking with a firm owner recently about long-term succession planning and one comment really stood out to me:

"We do not want to lose what makes this firm what it is."

In a market where acquisitions and PE-backed consolidations seem to dominate the headlines, it was genuinely refreshing to hear a firm talking about independence, continuity and creating future opportunities for their existing team.

That is not to say private equity is automatically wrong. For some firms, it will absolutely be the right route.

But equally, there are still firms out there asking different questions:

➡️ How do we keep our culture?
➡️ How do we create genuine progression opportunities internally?
➡️ How do we reward and develop the next generation?
➡️ How do we avoid becoming just another name absorbed into a larger group?

For many accountants, especially those building long-term careers in practice, those questions matter.

Career paths, leadership opportunities and firm identity can all look very different depending on the direction a business takes.

It will be interesting to see how the profession evolves over the next 5–10 years and whether more firms continue to resist the pressure to follow the private equity path where every firm will look the same.

One thing is certain, independence still matters to a lot of people.

28/05/2026

I was recently giving some interview advice to a candidate ahead of an upcoming meeting with a firm and we ended up discussing one of those classic interview questions that many people still dread:

"Where do you see yourself in five years?"

It is one of those questions that can feel difficult to answer because, realistically, most people do not have their entire career mapped out that far ahead.

But in most cases, firms are not expecting a perfect prediction of the future.

What they are usually trying to understand is:

Whether you have ambition
Whether your goals broadly align with the opportunity
Whether you are thinking about progression and development
Whether you are likely to stay engaged and committed

The key is usually not to overcomplicate it.

You do not necessarily need to say:
"I want to be Managing Partner in five years."

And equally, saying:
"I honestly have no idea"
probably does not help either.

The strongest answers often sit somewhere in the middle.

Something along the lines of:
"I would like to continue developing technically, take on more responsibility, build stronger client relationships and hopefully progress into a more senior position over time."

Simple. Honest. Professional.

Particularly within accountancy practice, many firms are not necessarily expecting you to know your exact long-term path, but they do want to see that you are motivated to grow.

Interestingly, some candidates actually undersell themselves in interviews because they are worried about sounding too ambitious.

In reality, most good firms want people with drive and progression goals, as long as they are realistic and communicated in the right way.

Interview questions like this are often less about the exact answer and more about how you approach the conversation.

27/05/2026

𝐒𝐚𝐰 𝐭𝐡𝐢𝐬 𝐚𝐫𝐭𝐢𝐜𝐥𝐞, 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 𝐢𝐭 𝐰𝐚𝐬 𝐢𝐧𝐭𝐞𝐫𝐞𝐬𝐭𝐢𝐧𝐠 𝐬𝐨 𝐝𝐞𝐜𝐢𝐝𝐞𝐝 𝐭𝐨 𝐬𝐡𝐚𝐫𝐞!

Summary below, click on link for full article.

AAT qualifications are more than just certificates, they are gateways to better careers and higher earnings, making them vital for our economy.

AAT research found that 83% of members and students from lower socioeconomic backgrounds believe AAT has opened doors for them. It's clear that vocational and professional pathways not only provide access but also promote economic growth.

𝐎𝐭𝐡𝐞𝐫 𝐤𝐞𝐲 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬:
- 19-24-year-olds with AAT qualifications earn 11% more than their peers.
- Those with AAT and GCSEs earn 21% more than those with just GCSEs.
- AAT qualification holders contribute a massive £3.8bn annually to the UK economy through salaries and client income.

The report underscores that by fostering inclusive and robust talent pipelines, and focusing on skills like digital literacy and leadership, we can grow the accounting sector from £34bn to an estimated £42bn.

Let's continue to support strategies that enhance career opportunities and drive economic growth. 🚀

No one route suits everyone, but AAT has certainly remained a valuable foundation for many.

https://paiger.link/1843317487

22/05/2026

𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐫𝐨𝐥𝐞 𝐭𝐡𝐚𝐭 𝐠𝐢𝐯𝐞𝐬 𝐲𝐨𝐮 𝐦𝐨𝐫𝐞 𝐯𝐚𝐫𝐢𝐞𝐭𝐲 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐥𝐨𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐬𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐨𝐟 𝐩𝐮𝐛𝐥𝐢𝐜 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞?

I am working on an Accounts and Audit Senior opportunity in Northamptonshire with an independent firm offering a broad role across accounts, audit and client work.

This could suit someone ACA / ACCA qualified who enjoys variety, responsibility and wants room to develop further, particularly if you are looking to build on your audit exposure rather than being stuck too heavily in one area.

£45K–£50K
No visa sponsorship available.

Details in the link below in comments👇

🔖 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.

22/05/2026

𝐋𝐨𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐩𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐫𝐞𝐚𝐦... For years, many people joined independent accountancy firms with a clear long-term goal.

Work hard.
Build relationships.
Develop technically.
Progress internally.
And for some, perhaps one day… partnership.

But as more independent firms are acquired or backed by private equity, what happens to that partnership dream?

For those already working inside these firms, was this the direction they expected?

𝐒𝐨𝐦𝐞 𝐦𝐚𝐲 𝐰𝐞𝐥𝐜𝐨𝐦𝐞 𝐢𝐭.

Greater investment.
Stronger systems.
Larger opportunities.
Broader service lines.

And perhaps in many cases, those things genuinely happen.

But another question that is worth asking is this…

𝐖𝐡𝐞𝐧 𝐭𝐡𝐞𝐬𝐞 𝐜𝐡𝐚𝐧𝐠𝐞𝐬 𝐚𝐫𝐞 𝐢𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐞𝐝, 𝐰𝐡𝐨 𝐢𝐬 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐦𝐞𝐬𝐬𝐚𝐠𝐞?

Often, it will be the owners or senior decision-makers explaining the opportunities, the growth, and the benefits of what comes next.

And that is understandable.

But in some cases, those same people may also be the ones financially benefiting from the deal itself.

So naturally, it is in everyone's interest that staff buy into the vision.

That does not make it wrong.

But it does raise a fair question:

Are employees fully buying into a long-term opportunity… or trusting a process that no one truly knows the outcome of until it is up and running?

Because until time passes, culture settles, expectations become clearer, and leadership structures evolve, nobody really knows exactly how it will feel on the ground.

For the people already working inside these firms, that uncertainty matters.

If you joined an independent firm because of its culture, autonomy, local decision-making, and long-term route to leadership… does that still look the same after acquisition?

Does partnership still exist in the same way?
Does progression still feel achievable?
Are decisions still local?
Has the long-term vision changed?
Is the career path still what you thought it would be?

This is not about saying private equity is good or bad.

It is about recognising that acquisitions do not just change ownership.

They can change expectations, ambitions, and the future people thought they were building towards.

And if that path no longer feels as clear as it once did, I think people should feel comfortable having honest conversations about it.

𝐈𝐟 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐢𝐧 𝐚 𝐟𝐢𝐫𝐦 𝐠𝐨𝐢𝐧𝐠 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐭𝐡𝐢𝐬 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐜𝐚𝐫𝐞𝐞𝐫 𝐩𝐚𝐭𝐡 𝐟𝐞𝐞𝐥𝐬 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭 𝐟𝐫𝐨𝐦 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐨𝐫𝐢𝐠𝐢𝐧𝐚𝐥𝐥𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝, 𝐈 𝐚𝐦 𝐚𝐥𝐰𝐚𝐲𝐬 𝐡𝐚𝐩𝐩𝐲 𝐭𝐨 𝐡𝐚𝐯𝐞 𝐚 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐢𝐚𝐥 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧.

I would be genuinely interested to hear how others see it.