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Featured Jobs
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Private client tax advisor
London
47000 - 64000
We are recruiting for an international tax consultancy based in London. This is an opportunity for you to deal with high level work and shift towards an advisory focused position. The role will involve you dealing primarily with non doms and the complicated issues that arise when dealing with HNWI’s and UHNWI’s. The type of clients this team has would not be out of place in a Big 4 firm. Unlike a number of the larger corporate firms, this business has a great work life culture. Despite not working long hours, the team is highly successful and promotion is first rate - proof that you can have your cake and eat it. The team deals with high net worth individuals and their onshore and offshore structures, in addition to the general advisory work for Non Doms. Whilst this is a team with a strong international focus, they also have UK based wealthy families that are in need of advice - CGT, IHT etc. “Autonomous work-forces out perform their competitors.” The partner who heads up the team is a great believer in giving professionals responsibility and freedom. This is something most of us crave in work, but don’t always have. Promotion prospects You will be given the autonomy and support to develop towards a more senior position. There is no queue for promotion at this team and nor is it in the interest of the directors to keep you at your current level. You will not be competing with anyone to achieve promotion. If you are good, you get promoted. Benefits Bonus, work from home options, flexible hours. Career Control For Tax Professionals Take control of your career–join hundreds of other tax professionals who used our niche expertise to increase their salaries within a brand-new role. Easy application: Finding the perfect fit couldn't be simpler! Apply in minutes and enjoy a stress-free experience, led by your own expert consultant. Stress-free consultation: You're not interested in the hard sell and neither are we. Tell us which roles you're looking for and we'll ensure that's what you get. Matched to the perfect role: Interview for roles which fit your unique requirements regarding career aspirations, desired culture and location.
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Corporate Tax Manager
Milton Keynes
Competitive
Looking for your next career move in corporate tax advisory? Wanting to work with some great large corporate clients? We are looking for a manager or high quality (attitude and aptitude) Assistant Manager looking for a fast track to manager. The role is principally an advisory role assisting large international corporates in: Cross border transaction advice including M&A, group rationalisation and tax DD support Double Tax Treaty analysis & claims Taxation matters for international real estate clients SAO, Tax Strategy and CBCr advisory Other large corporate advisory matters (interest restriction, hybrid mismatches) etc And an opportunity to be involved in transfer pricing advisory and documentation. Please get in touch for more details and a confidential chat. Not using agencies for this requirement
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Corporate Tax Manager
Hemel Hempstead
Competitive Salary + Benefits
Are you a Corporate Tax Manager looking for a new and exciting opportunity? Keep reading, as Henkel are recruiting and are looking for people just like you! At Henkel, you can make a difference and craft your career. That’s why you own your projects and take full responsibility from an early stage. Our unique brands in markets around the world open up countless opportunities to follow your convictions and explore new paths. If you have an entrepreneurial mindset that allows you to always think out of the box - take the chance and shape the digital future together with us. Corporate Tax Manager responsibilities include: Preparing annual external corporation tax returns and computations and ensuring timely submission to tax authorities. Preparing quarterly internal corporation tax returns and computations. Preparing quarterly and annual tax accounting workings and supporting the annual tax review by external auditors. Reviewing all corporation tax returns, computations and accounting workings for technical correctness and compliance with tax law. Ensuring accurate forecasting and timely payment of all corporate tax liabilities. Providing corporate tax support on projects involving business, organisational and system changes. Monitoring potential corporate tax risks and working towards proposed remedial actions. Ensuring adequate transfer pricing documentation is maintained. Communicating changes in corporate tax law and tax authority practice to stakeholders. The ideal Corporate Tax Manager: Chartered Institute of Taxation qualification. Previous demonstrable experience in a corporate tax role ideally within industry Excellent written and oral communication skills Advanced Microsoft Excel knowledge If you have an excellent management skills, take your chance to help shape the digital future together with us as our Corporate Tax Manager. If you are looking for your next challenge as our Corporate Tax Manager, then we want to hear from you, please click APPLY!
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Put your career in focus
Meet MHA MacIntyre Hudson’s Growing Human Capital Advisory Team Focus on, Gordon Thrower, Senior Employment Tax Manager at MHA MacIntyre Hudson Gordon joined MHA MacIntyre Hudson in 2017 and works as a Senior Employment Tax Manager. Starting his tax career with HMRC spending 8 years as part of a special investigation unit before moving across the divide to PwC in 1997. Gordon gives us some valuable insights into his career in Tax. Gordon, could you give a brief synopsis of your career? I fell into taxation after being made redundant after nine years in banking. Eight years with what we then called the Inland Revenue in Employer Compliance followed before I moved into practice, first with PwC then with Mazars. Another redundancy at Mazars saw me move into industry as a sort of “troubleshooter for hire”, with a number of fixed-term contract roles. You left Practice to go to Industry, what were the drivers to come back? Whilst I enjoyed Industry, a lack of permanent roles meant that I continually had to keep one eye on the next contract, I was always looking for a bit of stability. Chris Blundell had been my partner at Mazars and we’d kept in touch, so when he needed someone to come in to the team at MHA MacIntyre Hudson just as a contract was coming to an end it was perfect timing all round. How does Practice compare to industry? Working on a contract basis it was interesting to see how different sectors had different attitudes to compliance. In industry I sometimes found that Financial Controllers had the impression that I had been hired to show them how to “get around” tax law! It wasn’t as big a culture shock to return to Practice as it might have been had I had to break in a new partner! Oh, and the aircon seems to work better in Industry! What has been the proudest moment of your career to date? There have been a number of results I have got for clients over the years where I’ve stood back and said: “yeah, you did well there, mate!”. These usually involved complex technical arguments which is the sort of thing that is bread and butter for an annoying pedant like me! Also, for various reasons I’d never gotten around to doing my tax exams until something like 2008. My Mum insisted we went to the graduation ceremony at the House of Lords to see me get a second copy of the certificate. I gave that copy to my parents as a thank you for all their support over the years – though I still cringe a bit when I go to visit them and I see it framed and on display in the hall! How big is your team and if someone was looking to join the Human Capital Advisory team at MHA MacIntyre Hudson, what advice would you give them? We have 12 on the team with more coming on board in the near future. This is spread across Employment Taxes, Share Schemes, Global Mobility, Immigration Services and Human Resources. We’re a friendly lot on the team and anyone used to working in a strict hierarchical regime might be a bit surprised as to the way the team is structured – particularly on the tax side of things where “upwards delegation” happens quite a lot!. So my advice would be “don’t expect anything to be routine!” What challenges you professionally? Keeping track of changing legislation can be a challenge. Even when the law itself remains unchanged, HMRC’s interpretation of it can alter so you need to be alert. What advice would you give to your younger self? My younger self probably wouldn’t pay much attention to me! In retrospect I might have made the jump from Inland Revenue into practice a year or two sooner but overall, I would just tell myself to look after myself! What energises you? Although my move into tax in 1989 wasn’t part of any grand career plan I have come to find taxation genuinely interesting – which looks a bit sad now I write that down! One of my old school reports mentioned my like of arguing with authority – so in some respects I’m in the perfect job! What is the highlight of your working week? No two weeks are alike so it’s difficult to pick out a weekly highlight. However, it’s always good to see intensive pieces of research into the more obscure reaches of legislation bearing fruit when trying to formulate an argument. I have been known to punch the air at such moments! Finally, Gordon, what is the most exciting thing from your perspective, happening in Tax right now? From an Employment Tax viewpoint, the changes in the legislation to intermediaries is quite the thing at the moment. From a wider perspective, in the longer term the march towards the greater use of IT in the form of Making Tax Digital is going to transform everything. Get in touch If this sounds like an environment where you can flourish, please view our latest vacancies. If you can't see a vacancy that suits your current needs or aspirations, please contact us speculatively by emailing: Leanne.burley@mhllp.co.uk or contact our London office at 020 7429 4100
Put your career in focus
Meet MHA MacIntyre Hudson’s Growing Human Capital Advisory Team Focus on, Gordon Thrower, Senior Employment Tax Manager at MHA MacIntyre Hudson Gordon joined MHA MacIntyre Hudson in 2017 and works as a Senior Employment Tax Manager. Starting his tax career with HMRC spending 8 years as part of a special investigation unit before moving across the divide to PwC in 1997. Gordon gives us some valuable insights into his career in Tax. Gordon, could you give a brief synopsis of your career? I fell into taxation after being made redundant after nine years in banking. Eight years with what we then called the Inland Revenue in Employer Compliance followed before I moved into practice, first with PwC then with Mazars. Another redundancy at Mazars saw me move into industry as a sort of “troubleshooter for hire”, with a number of fixed-term contract roles. You left Practice to go to Industry, what were the drivers to come back? Whilst I enjoyed Industry, a lack of permanent roles meant that I continually had to keep one eye on the next contract, I was always looking for a bit of stability. Chris Blundell had been my partner at Mazars and we’d kept in touch, so when he needed someone to come in to the team at MHA MacIntyre Hudson just as a contract was coming to an end it was perfect timing all round. How does Practice compare to industry? Working on a contract basis it was interesting to see how different sectors had different attitudes to compliance. In industry I sometimes found that Financial Controllers had the impression that I had been hired to show them how to “get around” tax law! It wasn’t as big a culture shock to return to Practice as it might have been had I had to break in a new partner! Oh, and the aircon seems to work better in Industry! What has been the proudest moment of your career to date? There have been a number of results I have got for clients over the years where I’ve stood back and said: “yeah, you did well there, mate!”. These usually involved complex technical arguments which is the sort of thing that is bread and butter for an annoying pedant like me! Also, for various reasons I’d never gotten around to doing my tax exams until something like 2008. My Mum insisted we went to the graduation ceremony at the House of Lords to see me get a second copy of the certificate. I gave that copy to my parents as a thank you for all their support over the years – though I still cringe a bit when I go to visit them and I see it framed and on display in the hall! How big is your team and if someone was looking to join the Human Capital Advisory team at MHA MacIntyre Hudson, what advice would you give them? We have 12 on the team with more coming on board in the near future. This is spread across Employment Taxes, Share Schemes, Global Mobility, Immigration Services and Human Resources. We’re a friendly lot on the team and anyone used to working in a strict hierarchical regime might be a bit surprised as to the way the team is structured – particularly on the tax side of things where “upwards delegation” happens quite a lot!. So my advice would be “don’t expect anything to be routine!” What challenges you professionally? Keeping track of changing legislation can be a challenge. Even when the law itself remains unchanged, HMRC’s interpretation of it can alter so you need to be alert. What advice would you give to your younger self? My younger self probably wouldn’t pay much attention to me! In retrospect I might have made the jump from Inland Revenue into practice a year or two sooner but overall, I would just tell myself to look after myself! What energises you? Although my move into tax in 1989 wasn’t part of any grand career plan I have come to find taxation genuinely interesting – which looks a bit sad now I write that down! One of my old school reports mentioned my like of arguing with authority – so in some respects I’m in the perfect job! What is the highlight of your working week? No two weeks are alike so it’s difficult to pick out a weekly highlight. However, it’s always good to see intensive pieces of research into the more obscure reaches of legislation bearing fruit when trying to formulate an argument. I have been known to punch the air at such moments! Finally, Gordon, what is the most exciting thing from your perspective, happening in Tax right now? From an Employment Tax viewpoint, the changes in the legislation to intermediaries is quite the thing at the moment. From a wider perspective, in the longer term the march towards the greater use of IT in the form of Making Tax Digital is going to transform everything. Get in touch If this sounds like an environment where you can flourish, please view our latest vacancies. If you can't see a vacancy that suits your current needs or aspirations, please contact us speculatively by emailing: Leanne.burley@mhllp.co.uk or contact our London office at 020 7429 4100
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HOW TO IMPRESS AT INTERVIEW
Tips on how to impress at interview. With the mass of information available on the web, it’s sometimes difficult to navigate through the most important things to get across at an interview. Try this simple 7-point guide. 1. Values Make sure you're connecting your own experience with the company's central ethos or goals; recruiters are not only looking for skills and experience, but they are specifically looking for certain personality types. 2. Details When you're answering questions during an interview, don’t be vague, this simply won’t do especially in the world of tax or finance. Have a think about some concrete examples from your own experience. Incorporating specific details will boost your credibility and impress your interviewer. 3. Technical questions Be prepared to answer some technical questions but don’t be thrown if you feel an answer you gave wasn’t great. Sometimes clients are just looking to explore the boundaries of your technical skills rather than expecting a particular “right” answer. Also, sometimes they like to see how candidates react to a “curve ball” question they don’t expect them to be able to answer. 4. Be confident It's important to be your own advocate. If you find yourself tripping up at any point, take a deep breath and own it, don’t be afraid to start an answer to a question again. 5. Have a conversation While we will always say, “preparation is crucial”, it is possible to overdo it. Make sure you're always treating the interview as a conversation and answering questions, rather than reciting anecdotes. You’re only human, so let this come through. 6. Smile and be enthusiastic Show some passion and excitement about potentially working with a new employer. If you can't find this within you, you're applying for the wrong job. Be honest with yourself don't waste peoples time if the job isn't really what you're after. 7. Swot up This is probably the most important tip, don't skimp on the research. Check up on all resources you can to fully prepare yourself. The more research you do the clearer you will be in own mind what you're looking for in a job and importantly what you can deliver for a new employer. For independent tax career advice contact Sally Wright at sally@taxrecruit.co.uk or call 0333 939 019 www.taxrecruit.co.uk
HOW TO IMPRESS AT INTERVIEW
Tips on how to impress at interview. With the mass of information available on the web, it’s sometimes difficult to navigate through the most important things to get across at an interview. Try this simple 7-point guide. 1. Values Make sure you're connecting your own experience with the company's central ethos or goals; recruiters are not only looking for skills and experience, but they are specifically looking for certain personality types. 2. Details When you're answering questions during an interview, don’t be vague, this simply won’t do especially in the world of tax or finance. Have a think about some concrete examples from your own experience. Incorporating specific details will boost your credibility and impress your interviewer. 3. Technical questions Be prepared to answer some technical questions but don’t be thrown if you feel an answer you gave wasn’t great. Sometimes clients are just looking to explore the boundaries of your technical skills rather than expecting a particular “right” answer. Also, sometimes they like to see how candidates react to a “curve ball” question they don’t expect them to be able to answer. 4. Be confident It's important to be your own advocate. If you find yourself tripping up at any point, take a deep breath and own it, don’t be afraid to start an answer to a question again. 5. Have a conversation While we will always say, “preparation is crucial”, it is possible to overdo it. Make sure you're always treating the interview as a conversation and answering questions, rather than reciting anecdotes. You’re only human, so let this come through. 6. Smile and be enthusiastic Show some passion and excitement about potentially working with a new employer. If you can't find this within you, you're applying for the wrong job. Be honest with yourself don't waste peoples time if the job isn't really what you're after. 7. Swot up This is probably the most important tip, don't skimp on the research. Check up on all resources you can to fully prepare yourself. The more research you do the clearer you will be in own mind what you're looking for in a job and importantly what you can deliver for a new employer. For independent tax career advice contact Sally Wright at sally@taxrecruit.co.uk or call 0333 939 019 www.taxrecruit.co.uk
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5 SIGNS THAT ONE OF YOUR TEAM IS CONSIDERING A MOVE
Every manager dreads that conversation with a valued team member, often pre-empted by the email that reads ‘can I have a word?’ We have done a lot of research at Pro-Legal to help our clients retain their best people and being able to spot the tell-tale signs of dissatisfaction so that you can proactively manage the situation. I am not going to be so facile as to list: short notice leave requests, dubious “Doctor’s appointments” (people rarely book a Doctor’s appointment for the middle of the afternoon, by the way) or furtive whispered conversations on their mobile in a meeting room with the lights off or in the stairwell. These are all signs that someone is at final interview stages and in most instances, that’s too late. As an aside, if you are on an interview, never take or make calls in a stairwell, impaired lines of sight and how far sound travels in a stairwell are the perfect ingredients for being overheard by someone you don’t want to overhear you! But I digress… For the purposes of this article, I am going to focus on those very initial stages when people are considering a move. How can you spot a festering dissatisfaction at an early enough stage? Not wanting to talk about their career aspirations If a team member is evasive or non-committal when asked about their career aspirations, they are starting to feel that you might not be a part of their career aspirations. Lawyers are ambitious virtually without exception. This is not to say that they all want partnership or to be a GC but they all want continuous development. Bland appraisals and one-to-ones I am always amazed by the number of times I hear something along the lines of, “The resignation came out of the blue, we had his/her appraisal about a month ago and he/she said he/she was everything was fine…” I have never known EVERYTHING to be fine! If we as managers are honest with ourselves, we often suspect that we are being fobbed off but we are scared of pushing the point and hearing something that makes us uncomfortable. No manager has a monopoly on reason or good ideas and consistently asking your team members what they would change about the current set up will open up the possibility of them suggesting improvements that could really make a difference and give you the edge. It also enhances communication and their feeling of enfranchisement. It will also give you an early warning of them losing their commitment to your cause. They are ambivalent to change Lawyers are, generally speaking, a risk-averse bunch. They will meet any change, such as those to working practices, strategy, policies, reward structures or hierarchical structures, with scrutiny. That scrutiny will result in them concluding that it is a good or bad thing for them and reacting accordingly. If the reaction is ambivalence they are not considering the change to be something that will affect them for very long. They have booked a holiday for a few months’ time but not booked the time off The situation here is quite advanced; they (possibly subconsciously) have an exit timeframe in mind. You have no choice but to confront them about this but do it in a way that will precipitate a meaningful, productive conversation. “You’re an important member of this team and experience tells me that when someone books a holiday without booking annual leave, they’re checking out…” They have had the same job function for over 18 months and there is no sign of it changing in the next 6 months 64% of lawyers we surveyed said they would consider a move but that number rises to a whopping 86% when just surveying those who have been in their current role for over 18 months. If we exclude the lawyers who are currently in practice and want to move in-house, the most common reasons for leaving are to get more seniority, responsibility or complexity. In short, if an individual isn’t progressing internally roughly every two years, they start to think about looking externally. It is all well and good to be able to spot these signs but dealing with them is another matter. It is important to remember that a) you may not be able to change their mind and b) the sacrifices you might have to make to change their mind may not be worth it from a commercial or personal perspective. It is also worth remembering that prevention is better than cure and that there is no panacea for the broad spectrum of staff disquiet. Moreover, nothing will eradicate staff turnover entirely but being able to spot these things will help you prevent departures in some instances and be it will prepare you for departures and enable to plan accordingly in other instances. For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or nick.allen@pro-legal.co.uk
5 SIGNS THAT ONE OF YOUR TEAM IS CONSIDERING A MOVE
Every manager dreads that conversation with a valued team member, often pre-empted by the email that reads ‘can I have a word?’ We have done a lot of research at Pro-Legal to help our clients retain their best people and being able to spot the tell-tale signs of dissatisfaction so that you can proactively manage the situation. I am not going to be so facile as to list: short notice leave requests, dubious “Doctor’s appointments” (people rarely book a Doctor’s appointment for the middle of the afternoon, by the way) or furtive whispered conversations on their mobile in a meeting room with the lights off or in the stairwell. These are all signs that someone is at final interview stages and in most instances, that’s too late. As an aside, if you are on an interview, never take or make calls in a stairwell, impaired lines of sight and how far sound travels in a stairwell are the perfect ingredients for being overheard by someone you don’t want to overhear you! But I digress… For the purposes of this article, I am going to focus on those very initial stages when people are considering a move. How can you spot a festering dissatisfaction at an early enough stage? Not wanting to talk about their career aspirations If a team member is evasive or non-committal when asked about their career aspirations, they are starting to feel that you might not be a part of their career aspirations. Lawyers are ambitious virtually without exception. This is not to say that they all want partnership or to be a GC but they all want continuous development. Bland appraisals and one-to-ones I am always amazed by the number of times I hear something along the lines of, “The resignation came out of the blue, we had his/her appraisal about a month ago and he/she said he/she was everything was fine…” I have never known EVERYTHING to be fine! If we as managers are honest with ourselves, we often suspect that we are being fobbed off but we are scared of pushing the point and hearing something that makes us uncomfortable. No manager has a monopoly on reason or good ideas and consistently asking your team members what they would change about the current set up will open up the possibility of them suggesting improvements that could really make a difference and give you the edge. It also enhances communication and their feeling of enfranchisement. It will also give you an early warning of them losing their commitment to your cause. They are ambivalent to change Lawyers are, generally speaking, a risk-averse bunch. They will meet any change, such as those to working practices, strategy, policies, reward structures or hierarchical structures, with scrutiny. That scrutiny will result in them concluding that it is a good or bad thing for them and reacting accordingly. If the reaction is ambivalence they are not considering the change to be something that will affect them for very long. They have booked a holiday for a few months’ time but not booked the time off The situation here is quite advanced; they (possibly subconsciously) have an exit timeframe in mind. You have no choice but to confront them about this but do it in a way that will precipitate a meaningful, productive conversation. “You’re an important member of this team and experience tells me that when someone books a holiday without booking annual leave, they’re checking out…” They have had the same job function for over 18 months and there is no sign of it changing in the next 6 months 64% of lawyers we surveyed said they would consider a move but that number rises to a whopping 86% when just surveying those who have been in their current role for over 18 months. If we exclude the lawyers who are currently in practice and want to move in-house, the most common reasons for leaving are to get more seniority, responsibility or complexity. In short, if an individual isn’t progressing internally roughly every two years, they start to think about looking externally. It is all well and good to be able to spot these signs but dealing with them is another matter. It is important to remember that a) you may not be able to change their mind and b) the sacrifices you might have to make to change their mind may not be worth it from a commercial or personal perspective. It is also worth remembering that prevention is better than cure and that there is no panacea for the broad spectrum of staff disquiet. Moreover, nothing will eradicate staff turnover entirely but being able to spot these things will help you prevent departures in some instances and be it will prepare you for departures and enable to plan accordingly in other instances. For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or nick.allen@pro-legal.co.uk
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5 THINGS YOU MUST KNOW BEFORE YOU TAKE THE JOB
Are you a Tax Manager looking to move jobs within the new year? Taking a new Tax job, whether it be a Tax Senior Manager to a Tax Director, can be exciting but also an overwhelming experience. Besides using a Tax recruiter to ease you through the process, there are a number of things you should think about before committing to a role. In this short article, I'll give you my top five considerations when deciding on whether to accept a job offer or not. Why do they do what they do? Whether it’s a Big 4 firm, a commerce or industry business, a Top 10 or a boutique firm, it is important to understand exactly why they do what they do. The passion behind the senior stakeholders in the business will directly affect how they work and how they work with you, as well as how the entire business operates. It is also important to join a business that has beliefs aligned to your own. If your work ethic is different to the company you join, you may find it difficult to adjust. Culture and Office Environment There is nothing worse than going through the entire interview process, meeting colleagues and feeling assured that this was the right place for you, to then find on your first day a culture you are just not happy with. Always ask in your interviews what the culture is like. Do they have nights out with the team? Do they have regular sporting activities? How do the team deal with another member being sick? What are the company values? These questions and the responses will allow you to evaluate the company’s culture. The discussion about the office values will also help clarify the position’s work-life balance and will allow you to fully understand how the team support each other. Workload Would you want to go into a job thinking you will have a few small projects to start with, only to find out that there is a huge job that you will be working solely on for months? It is important to know what your workload will be before you join so that you can prepare yourself and efficiently manage your time. Are you ready to take on the challenge of restructuring a tax team, or would you rather join a firm that is more established for you to develop in your own role? Current Events You should research the current events before going for an interview. It is even more important that you know exactly what is going on within the team you are joining so that you can hit the ground running. Every industry has sources to keep you abreast of the news in both your sector and your company depending on which organisation you are looking to join. The past & the future How long has the company been around? What were the major events that lead the company to be the way that it is now? What are their successes and failures? The way a company and senior stakeholder team learn from mistakes will tell you everything you need to know about how they will manage you and your team. A senior leadership team that takes the time to train and develop a team who have mistakes may suggest a better attitude towards their people, whereas a leadership team that let go a team that makes mistakes may allude to their priority for excellence only. As for the future, while all companies will be focused on growth, it is how they plan to grow that can tell you a lot about the business and how that business will run with you. After taking the time to assess the above points and talking them through with a tax recruiter, you should not only have a better understanding of the company but also a better idea of exactly what you want to get out of this new opportunity. To speak to Kevin about your recruiting needs or Tax jobs in London or Nationwide, contact him on 02072696321 or kevin.racher@pro-tax.co.uk
5 THINGS YOU MUST KNOW BEFORE YOU TAKE THE JOB
Are you a Tax Manager looking to move jobs within the new year? Taking a new Tax job, whether it be a Tax Senior Manager to a Tax Director, can be exciting but also an overwhelming experience. Besides using a Tax recruiter to ease you through the process, there are a number of things you should think about before committing to a role. In this short article, I'll give you my top five considerations when deciding on whether to accept a job offer or not. Why do they do what they do? Whether it’s a Big 4 firm, a commerce or industry business, a Top 10 or a boutique firm, it is important to understand exactly why they do what they do. The passion behind the senior stakeholders in the business will directly affect how they work and how they work with you, as well as how the entire business operates. It is also important to join a business that has beliefs aligned to your own. If your work ethic is different to the company you join, you may find it difficult to adjust. Culture and Office Environment There is nothing worse than going through the entire interview process, meeting colleagues and feeling assured that this was the right place for you, to then find on your first day a culture you are just not happy with. Always ask in your interviews what the culture is like. Do they have nights out with the team? Do they have regular sporting activities? How do the team deal with another member being sick? What are the company values? These questions and the responses will allow you to evaluate the company’s culture. The discussion about the office values will also help clarify the position’s work-life balance and will allow you to fully understand how the team support each other. Workload Would you want to go into a job thinking you will have a few small projects to start with, only to find out that there is a huge job that you will be working solely on for months? It is important to know what your workload will be before you join so that you can prepare yourself and efficiently manage your time. Are you ready to take on the challenge of restructuring a tax team, or would you rather join a firm that is more established for you to develop in your own role? Current Events You should research the current events before going for an interview. It is even more important that you know exactly what is going on within the team you are joining so that you can hit the ground running. Every industry has sources to keep you abreast of the news in both your sector and your company depending on which organisation you are looking to join. The past & the future How long has the company been around? What were the major events that lead the company to be the way that it is now? What are their successes and failures? The way a company and senior stakeholder team learn from mistakes will tell you everything you need to know about how they will manage you and your team. A senior leadership team that takes the time to train and develop a team who have mistakes may suggest a better attitude towards their people, whereas a leadership team that let go a team that makes mistakes may allude to their priority for excellence only. As for the future, while all companies will be focused on growth, it is how they plan to grow that can tell you a lot about the business and how that business will run with you. After taking the time to assess the above points and talking them through with a tax recruiter, you should not only have a better understanding of the company but also a better idea of exactly what you want to get out of this new opportunity. To speak to Kevin about your recruiting needs or Tax jobs in London or Nationwide, contact him on 02072696321 or kevin.racher@pro-tax.co.uk
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