We build relationships with our candidates which go beyond what you see in a resume or a LinkedIn profile. Our rigorous interview process & ongoing contact allow us to build a unique insight into the soft skills, personalities and true technical proficiency, of all applicants, ensuring we present best-fit shortlists every time.
Regardless of whether our clients have a live need for Financial Systems resource, we are always, tirelessly searching for, meeting and vetting professionals with Financial Systems, ERP, Analytics and Transformation skills and experience. So, when a client does have a need to hire in this specialist domain, they can rely on us to have an up-to-the-minute view of the most relevant talent for their requirement.
Typical roles filled include:
- Finance Systems Manager/Director
- Finance Transformation Director
- Finance Change Manager
- ERP Super Users
- Program/Project Manager
- Applications Consultant
- Systems Accountant
- Analytics Super Users
- Finance Systems Analyst
- Training Lead
- Enterprise/Solution Architect
- ERP Systems Manager/Director
- Analytics Systems Manager/Director
- MDM and Data Lead
To ensure that the we are able to present candidates with skills, experiences and a cultural empathy that are entirely aligned to a client’s requirements we promote the inclusion of discrete headhunting as a core component of the majority of our permanent searches. Our discovery process incorporates a discussion to ascertain whether there are specific competitor companies, sectors or organisations with comparable operating models or ERP/Finance Systems environments that we can discretely research to identify and unearth relevant candidates. We maintain comprehensive intelligence on the customer footprint of particular business applications, as well as a catalogued database of finance transformation & operating model approaches that leading companies in various sectors have adopted. This enables us to provide guidance to clients on the availability of skillsets readily accessible in particular geographies and sectors. This method attracts highly relevant candidates who are unlikely to be pro-actively searching for a new position, but are attracted by the “proposition” and direct approach.
Exhaustive warm candidate & database search
On-going throughout a recruitment project. As a consequence of our exclusive focus on financial systems and finance change skillsets over the past 19 years we have built up a significant network of contacts (both candidates & clients) with hybrid expertise covering all major business systems and finance / back office operating model best practice. We always initiate a thorough research exercise across our known networks as a priority initiative to source candidates aligned with a client’s requirements. This is supplemented with on-going Internet advertising on the main sector or function specific Job Boards and our own site SystemsAccountants.com, which receives over 15,000 unique visitors each month.
Social Media / talent pipelining
Social Media has become an increasingly important ingredient in our search and sourcing armoury. We have invested heavily in building a deep and focused network of talent on the major professional social networks such as LinkedIn, Viadeo, and Xing over the past 8 years. Furthermore our researchers are well versed in the creation of candidate acquisition strategies using Social Media such as Facebook, YouTube, and Twitter to access hard to find talent. This allows us to discretely build up intelligence on prospective candidates (either passive, active or indeed not publically visible) to ensure that the cleanest and most appropriate approaches are made when selecting targets to contact.
Access to talent
Financial Systems and Finance Transformation skills are the sole focus of our systematic talent acquisition process, and by extension of an agreement to engage our services, retained clients have preferential access to appropriate resource generated by our on-going research.