Supportworks, Inc.’s Post

I had an interesting conversation with a client yesterday while on-boarding a new role. They knew that the skillset for this particular position is broad and that ticking off everything on their wishlist might be tough. In their own words, “we’re going to have to be comfortable taking a punt on someone.” So, we drilled down to the top 3 skills I’ll be focusing on to find the ideal Accountant: 1️⃣ Communication, 2️⃣ Financial Accounting, & 3️⃣ Project Management. If I can find someone with a blend of these skills and the right attitude, they’re willing to take that punt! I love working with hiring managers who understand that the perfect skillset might not always be out there. They know they may need to compromise and hire for attitude, alongside technical skills that can be developed. What are your thoughts on this? #HiringForAttitude #FinanceRecruitment #Onboarding #Accountants

So, you’ve just hired a new finance pro who’s ready to crunch numbers, analyse data, and bring serious value to your team. Imagine starting a new job and being handed a laptop with a “Good luck!” – not exactly the warmest welcome, right? A solid onboarding program isn’t just about showing the new hire where the coffee machine is. It’s about ensuring they feel supported, understand the company’s culture, and are equipped with all the tools they need to excel (no pun intended) in their role. Start Before Day One 📅 - Onboarding doesn’t begin on the first day at the office. It starts as soon as your new hire accepts the offer – this is why pre-onboarding is important. Send them a welcome package that includes a personalised letter and a detailed schedule for their first week. This creates a good first impression, not only building excitement but also helping to reduce those first-day jitters. Develop a Tailored Training Plan 🎓- Every finance role is unique, and so should be the onboarding process. Work with your team to create a training plan that covers all the essentials—from understanding your company’s financial software to grasping your specific reporting protocols. Include a mix of online courses, hands-on training sessions, and one-on-one meetings with key team members. Set Clear Expectations and Goals 🎯 - Clarity is key. During the first week, sit down with your new hire to discuss expectations, key responsibilities, and short-term goals. Make sure they understand what success looks like in their role. This not only helps them focus but also gives them something tangible to work toward as they settle in and lets them know that continuous development is possible. #Finance #HRBestPractices #Impactable #FinanceCareers

I used to be a really bad boss 🙈 Frowned when people came in late ⏰ Made my team do timesheets Was quick to criticise 🤦♂️ But slow to praise 😔 I didn’t set clear expectations and then got frustrated when things weren’t done the way I expected them to I didn’t articulate our vision We had no core values People were monitored on billing and utilisation which caused silo working But that I was all I knew because that’s how I was managed in the Big 4 🤷♂️ It was no surprise we had high staff turnover Something had to be done I went on a journey to learn how it should be done from people who’d dedicated their life’s work in this area I came across the works of Simon Sinek, Daniel Pink, Patrick Lencioni, Jody Thompson amongst others And learned how it should be done 💡 I realised what actually drives employee motivation and started to make changes 💡 I realised it all started with me and how I led - rather than managed 💡 👉 I was responsible for setting the tone which would define our culture 👉 I was responsible for giving my team the systems they needed to do their best work 👉 I was responsible for creating a safety net that allowed people to make mistakes and use it as a learning opportunity 👉 I was responsible for creating an environment which allowed my team to work in their zones of genius and flourish to do their best work ❌When things went wrong that was my fault ✅When things go right it was credit to my team Now I’m so fortunate to have an amazing team that run the practice virtually without me Thank you to my awesome team 🙌😊 Nothing changes until we as leaders change What do you think are the key ingredients of a thriving workplace culture? And who in your team deserves a shout out? - give them one here 👇🙌 #accountingandaccountants #hiring #accountingjobs PS: we’re hiring for an Assistant Client Manager at Capture Accounting - our fast growing brand for content creators and influencers including names like Mike Thurston and Zuby Uduzue 😎. If you are AAT or ATT qualified, have a few years experience working in a UK practice, are passionate about giving clients excellent customer service and like the sound of working with us, drop me a DM with the subject ‘client manager’ role 😊

Finance Leaders, connect with Stephen Briggs!

We're looking for a new Finance Manager #hiring. If you don't know International Workplace, we're a digital learning provider specialising in health, safety and wellbeing at work. Founded in 1995, we're an innovative, entrepreneurial small business, with ambitious plans for growth. As someone posted yesterday (thanks JP) - and as you can see from this photo of me - every day's a learning day at International Workplace, for our clients, our learners and for us too. Looking through the applications we received yesterday, it struck me how many applicants only talk about the technical aspects of accountancy and financial control. Of course, they're vitally important. Figures have to be accurate. Books have to balance. What's also vitally important in an SME however - particularly in a standalone role like this one - is the ability to interpret that technical information. And to use it to tell a story, and to influence people's behaviour. There's a tendency to rely on tools to do this (AI, data visualistion, analytics, and so on). I'm not saying they can't help. But what I'm talking about are inherently human skills and behaviours. Can you see what's *really* going on? Can you persuade someone to do things differently? If you're based in the East of England (it's a hybrid-remote role, but our roots are in Cambridge) and you want to play an exciting part in our journey, we'd love to hear from you. See the link in the comments for more information, and how to apply. If you do, do tell us how you go about the 'people stuff', as well as your technical skills, naturally. Is the above helpful? Anyone have any other thoughts on how we can help to match ourselves with the right person for this role?

So, you’ve just hired a new finance pro who’s ready to crunch numbers, analyse data, and bring serious value to your team. Imagine starting a new job and being handed a laptop with a “Good luck!” – not exactly the warmest welcome, right? A solid onboarding program isn’t just about showing the new hire where the coffee machine is. It’s about ensuring they feel supported, understand the company’s culture, and are equipped with all the tools they need to excel (no pun intended) in their role. Start Before Day One 📅 - Onboarding doesn’t begin on the first day at the office. It starts as soon as your new hire accepts the offer – this is why pre-onboarding is important. Send them a welcome package that includes a personalised letter and a detailed schedule for their first week. This creates a good first impression, not only building excitement but also helping to reduce those first-day jitters. Develop a Tailored Training Plan 🎓- Every finance role is unique, and so should be the onboarding process. Work with your team to create a training plan that covers all the essentials—from understanding your company’s financial software to grasping your specific reporting protocols. Include a mix of online courses, hands-on training sessions, and one-on-one meetings with key team members. Set Clear Expectations and Goals 🎯 - Clarity is key. During the first week, sit down with your new hire to discuss expectations, key responsibilities, and short-term goals. Make sure they understand what success looks like in their role. This not only helps them focus but also gives them something tangible to work toward as they settle in and lets them know that continuous development is possible. #Finance #HRBestPractices #Impactable #FinanceCareers

Hiring an Accountant? Here’s How to Attract Top Talent! With accounting degrees on the decline, many of my clients are struggling to hire qualified accountants. After speaking with hundreds of accountants this year, here’s what they’re looking for: 1.     Career Growth: Provide clear paths for advancement and mentorship. 2.     Work-Life Balance: Offer flexible hours, hybrid schedules, and competitive PTO. 3.     Challenging Projects: Engage them with meaningful work beyond the day-to-day. 4.     Recognition: Show appreciation for their contributions. 5.     Competitive Compensation: Align salaries with market rates, including bonuses, profit sharing, or stock options. 6.     Strong Company Culture: Strong leadership and a positive work environment. Implementing these strategies will boost your chances of securing top accounting talent!

Looking for a unicorn 🦄 Hot Toast is hiring. Have you worked in the accounting space and have experience as a Client Services Co-Ordinator, Operations Manager or Practice Manager? Is technology and people your jam and do you want to work in a business with other humans that has impact, sustainability and innovation at its core? Full disclaimer we are looking for the game changers, the 1%, those who want to redefine the boundaries of what an accounting firm looks and feels like to deliver maximum impact. Apply now. Remember, mediocrity gets you a participation trophy in this game, disruption gets you a seat at the future table. Let's rewrite the rules together! #accounting #CFO #bookkeeping #impact #sustainability

Making your first accounting hire as a start-up CFO? Yes, CPA certification & knowledge of the basics are still impactful. But keep an eye out for these qualities for that first hire as well: 1. Adaptability Things change and your hire will likely need to pivot, adjust their work, and handle a shifting environment far more than most accounting roles. 2. Willingness to Stretch Hire deliberately and screen for people willing to learn new skill sets. For instance, tech advancements have changed companies' expectations of modern accountants. In addition to preparing reports, modern accountants must also function as system architects, connecting and directing their firm's tech stack. Hire someone excited to learn about APIs, webhooks, or new technical accounting domains. 3. A Strong Generalist While initially your startup needs may dictate that a new hire or a part-time contractor focus on the month-end close, in a few months their role may shift to assisting with financial planning projects or an overhaul of financial reporting. Hiring someone who has broad exposure across accounting can be a stronger fit than someone who has worked as a specialist for most of their career. What additional skills do you look for when making an initial accounting hire?

ATTENTION: All formally educated and trained accountants who may be second guessing your chosen career path following busy season, Leftbrain is hiring! Our Senior Accountants do more than prepare work papers for other accountants. Itch those other parts of your brain, interact directly with clients, solve non-accounting problems, and stop tracking your time/utilization rates. Your advancement is based on YOU and not tenure. We are growing at a pace where you won’t have to wait for your manager to leave or retire before you can be promoted. Message me directly if this sounds interesting to you and you have entrepreneurial muscles you’ve been wanting to flex in an environment that actually encourages it rather than simply redoing what was done last year. #hiring #accountants #music #businessmanagement