Integrating into a new team can feel like trying to solve a Rubik’s Cube blindfolded - confusing, a little awkward, and with the distinct possibility of throwing it across the room. But here at Pro, we’ve cracked the code: when you start, you're paired up with a mentor. This genius move ensures you have someone to lean on for support, ask all the random questions your peers might roll their eyes at, and generally help you not look like a complete mess.
Now, as someone with an abundance of completely nonsensical questions (I’m sure when I’m facing my final moments it won’t be a bright white light I see, but my Google search history) it’s been great having another outlet outside of my immediate team and I’ve been lucky enough to be paired up with the man, the myth, the tax recruitment legend, Matthew Champkin.
Matt leads our tax recruitment, for both in-house and practice roles, in the financial services sector. He's got plenty of experience under his belt, having worked for top tax and finance recruitment agencies, and even had a stint as Head of Recruitment at a Top 20 accounting firm.
Not only is he a tax recruitment guru, but he’s also the undisputed king of the best-hidden pubs in town. Need a cracking tip on tax recruitment? Or fancy finding the best pint of Guinness in central? Matthew’s your man—he’s got both top tax recruitment advice and the inside scoop on where to grab a proper pint.
Q. Matt, tell us how tax professionals can differentiate themselves in such a competitive job market.
A. In a business environment where technology (including AI) should improve the efficiency of compliance and other delivery-level tasks, the emphasis of many interviews is now less technical and more behavioral.
Q. And speaking of remaining competitive, how can accountancy firms create an environment that attracts and retains top tax professionals?
A. One of the key questions for firms to answer is about their office environment. There is a consensus that hybrid working is effective and popular, but why come to the office, with the extra costs involved, unless you will gain something by doing so? The answer to this is to offer an office with a range of work options, from quiet spaces to collaborative, open areas. Emphasis is on human contact and improving/rediscovering social skills.
Q. We’re seeing a trend for individuals wanting to return from in-house to practice and vice versa. With your experience spanning both practice and in-house, what challenges might candidates face when transitioning between these two environments?
A. The key challenge for a Big 4 trained professional moving in-house is to prove they have enough hands-on tax experience and also a breadth of tax knowledge because a lot of compliance is delivered in the center of excellence and London staff in particular are siloed in a sector and/or specialism. By contrast, if you are in amid tier firm, the challenge will be to prove you can handle a multinational project and many concurrent deadlines, something Big 4 candidates are very proficient in.
Moving from in-house back to practice, the common query is whether someone can multi-task, across a portfolio of projects or clients and, at senior levels, whether they have the aptitude and attitude to network and develop business.
Q. And can I ask, what trends are you seeing in tax recruitment at the moment, and how are firms adapting to these changes?
A. The tax recruitment market always reacts to the demands of the latest tax innovations and regulations. This means there is a high demand for tax accounting professionals, to work on tax reporting and compliance. This means the firms are more open to tax professionals returning to them from an in-house career because they have authentic experience in tax reporting, systems, and compliance.
Q. And how has the role of a tax professional evolved over the years, and what skills will be most valuable in the next five years?
A. Highlight in your CV and at the interview your ability to problem-solve, analyse and communicate effectively.
Q. What’s the most rewarding part of working in tax recruitment, and what keeps you passionate about the field?
A. It's about people, the people I work with, and the people we partner with.
Q. Is there a particular success story from your career that stands out, where you feel you made a significant difference for a candidate or firm?
A. The best moments are when we can use our relationships with clients, chiefly Tax Partners, to encourage them to look beyond a person's CV and meet them anyway, because we know that the candidate has the potential and the enthusiasm to succeed in a multitude of environments. Some of these joined at relatively junior levels and are now Partners, or well on the way!
Q. And finally, what piece of advice would you give anyone navigating the market currently?
A. Talk to someone with the right level of depth and breadth of relationships and network to find you a job that is slightly off the beaten track.
So, there you have it! A lot of insight and a lot of good advice. If you’re in the tax game, it’s clear that it's all about staying adaptable, communicating effectively, and, most importantly, being human. If you have any other burning questions for Matt, feel free to send them my way. But, you know, try not to make them too ridiculous. I’ve cornered the market on those!
