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I manage two fantastic Taxation teams focusing on the London & Regional markets.
Being a very well connected business within the Taxation market, we have deep rooted, well-established relationships with Big 4, Top 20, Mid-Tier and specialist boutiques firms. We have a great knowledge base within Pro-Tax where a number of our consultants are actually ex-Tax professionals
With over 17 years of recruitment experience, I have been used to managing London and regional teams. Pro-Tax is a great entrepreneurial business that gives you all the recruitment tools to develop and succeed.
Outside of work, I love spending time with my family and friends so the weekends are busy spent catching up with both! I enjoy running, football and golf and trying to keep fit when my other past time of drinking wine allows. If I was not in recruitment, I guess I would like to have been a professional golfer. Playing golf in the sun, enjoying the admiration of the crowds, and being paid to play golf…..3-2-1 you're back in the room!
This well established mid tier firm is currently looking for an outgoing Business Tax candidate who enjoys client advisory. They have an excellent compliance function, so this newly created role will be work...Read more...
Are you Newly Qualified and looking to be more involved with client advisory? Do you want to work with a client portfolio that ranges from FTSE, large blue chip multi-nationals to forward thinking entreprene...Read more...
International M&A Senior Manager / Associate Director - Big 4 Location: London Package: up to £100,000 + Big 4 Benefits An outstanding opportunity for qualified tax professional with proven International tax...Read more...
Do you want to work with interesting media and technology clients? Craving a role with a real mix of client facing advisory work? Do you want the autonomy of working from home? I am recruiting a great front ...Read more...
We are working with a Big 4 Tax Partner who is currently looking for ambitious Partner's of the future with this expanding private business/markets team. With a clear route for progression this is a great op...Read more...
Transfer Pricing Senior Manager - South East - Big 4 Superb package including, Car Allowance , outstanding pension, regular Bonuses as well as a flexible working culture. This Big 4 tax consulting firm who h...Read more...
The team at Pro-Tax never fail to deliver. Given the current circumstances with COVID the new-recruits bubble is forever shrinking, yet Kevin and his team were still able to have me sign off on a great new role within a matter of weeks!
I was very impressed by Kevin's proactive attitude and am personally grateful for his help and support. I have found him to be professional, approachable and very practical in his approach. Thanks again for your help!
Due to personal circumstances, I was having to look at moving jobs as well as relocating from London to Yorkshire. I was nervous about the move and had lots of doubts along the way, but I want to give full credit to ProTax, particularly Kevin ...
Grant Thornton is the world's fifth largest professional services network of independent taxation accounting and consulting member firms which provide assurance, tax and advisory services to privately held businesses, public interest entities, and public sector entities.
PricewaterhouseCoopers is a global professional services network headquartered in London, United Kingdom. It is the second largest professional services firm in the world, and is one of the Big Four auditors, along with Deloitte, EY and KPMG.
EY is a global leader in assurance, tax, transaction and advisory services. It is the 3rd largest professional services firm in the world and is one of the Big 4 auditors, along with PwC, Deloitte and KPMG.
Without doubt, the last few months have been extremely difficult for everyone as we continue to adjust to the ‘new normal’ and remote working. As the UK slowly makes it's transition back to the workplace, with many employees returning from furlough, and organisations once again opening the doors to their offices, our clients have sought our opinion on how candidates are feeling and what is important to you as we begin to map an effective return to our place of work. Over the last few weeks, we have seen detailed discussions on how and when we begin making the return to the office and what the landscape looks like moving forward. Download of the findings of the report here >> If you have any questions or concerns about your return to work, please do not hesitate to contact Kevin Racher on 02072696321 or email firstname.lastname@example.org
This week I have been talking to clients about the different ways of keeping engaged with staff in these challenging times. As soon as the news was announced by Boris at 5.05pm on Monday 16th March, the first thought of the management team at Pro was the wellbeing of our staff, which resulted in us instructing our workforce to work from home for the foreseeable future. So, here we are in unprecedented times. In all my c25 years of working in recruitment it appears we are set for a period of time working from home with various outlets, clients and business leaders telling us it is 'business as usual'. But is it really business as usual??? I mean for me, I am not travelling on the Central Line coming into work, queuing at Starbucks to get my normal caffeine fix and then seeing my teams ‘happy’ faces as they come through the door plus chatting to the wider business. Having spoken to a number of clients this week ranging from those in the Big 4, Mid Tiers and regional clients, it appears to be a very strange time for all. Staff morale and wellbeing is paramount for all businesses it seems, and at the forefront of everyones minds! I thought I would share with you the various ways that our clients are focusing on wellbeing in the workplace... Most firms are using the obvious and popular channels of virtual communication, such as Zoom/MSN Team/Microsoft Teams/Skype to have a ‘team meeting’ at the start of the day - just to check in with their staff, keep them motivated, to make sure that they are focused on the day ahead, to ensure that they are all ok, and to see their actual faces rather than just a voice. One of the Big 4’s London international tax team have introduced new sub teams of around 12/15 people, rather that the full team of 150 to ensure that everyone is being included and they are getting to know the wider team. They have even gone one stage further by setting up ‘working parents’ groups’, employees that are on their own in a house/flat, and a group for their international staff where they are perhaps on a secondment away from their family. Some accountancy practices are keeping their firms informed by senior management team or staff partners completing pre-recorded video messages to their whole workforce with regular updates. But what is super to hear is the novel ways that clients are getting their staff to interact in these crazy times. They are ranging from virtual pub quizzes, virtual coffee meetings, virtual beers (and a new whiskey club), a newfound 80’s film review night, and one firm has even introduced weekly virtual yoga and pilates classes. Here at Pro, we have set up morning Zoom meetings where I get to see the team’s faces, we discuss the previous night’s PM speech and what we had for dinner, before talking over the days tasks, which include keeping interview processes moving, touching base with our clients and candidates, working on our live roles (and we do have some!), talking over their professional projects as well as their personal projects (ranging from a run, a family walk, cooking, learning something new each day to a 1000 piece jigsaw!) just as long as they break things up to ensure that they’re not just looking at a screen in one place for 7/8 hours! I guess we are all finding ways to stay connected with our team/workforce and everyone is certainly in this together, but what I have loved hearing is the great stories of staying strong, being supportive and if you see one of your team mates struggling just connect with them perhaps by video call to say hello! Wellbeing in the workplace was such a key topic (and rightly so) pre-Covid 19, I can certainly say that it is even more prominent now. If you have some other ideas about connecting with tour staff or just keeping their spirits up, we would love to hear from you. Contact Kevin Racher on 020 7269 6321 or email@example.com.
In the current climate with working from home and the COVID-19 crisis, remote interview processes are becoming the norm. Telephone interviews can seem daunting but in your job search, interviews over the phone have become inevitable. In a very candidate short candidate market, we are seeing a high number of passive candidates. So, what makes a passive candidate different to an active candidate? Not much really - they are still sitting in front of a client and keen to “explore the market” / “see what else is out there” / “Am I at the right firm for me”. Time is precious and coupled with the challenges that the Coronavirus may throw at us, here at Pro-Tax we have seen more and more telephone interview being arranged in the last three weeks. This week alone we have arranged three telephone interviews, suggested by us to client and candidates alike to keep the recruitment process moving. They are not always the ideal form of interview, but they are undoubtedly a good way for both candidate and client to still have the ‘informal interview’. The telephone interview brings its own challenges for a candidate, and I have outlined some top tips for you to be fully prepared for that call. 1. It is still an interview! ‘I wasn’t prepared for that type of question’ is a phrase that I never want my team to hear. If we do, then we have not done our jobs correctly. Yes, telephone interviews can tend to be more informal but you do need to know your CV, some information on the firm, the potential role (as there should be a potential opportunity, otherwise why are you there?) and knowledge about who you are being interviewed by. 2. Find a quiet room/place where you can talk freely I would also advise wearing pods/headphones which will remove any background noise and allow you to talk more clearly. Ideally, turn off all other apps/notification - you do not want to be distracted at all. 3. Dress for an interview Psychologically, you will be in the right frame of mind and it will create a more professional mindset. Sit still at a desk or table rather than on the sofa, or even better stand! It projects your voice and keeps you more alert. 4. Prepare your questions and key points What makes the firm/role of interest to you? It is a great chance to perhaps ask the questions you would not feel comfortable to ask face to face. This is your chance to ask about flexible working arrangements or progression time lines. Top tip: have a drink prepared just in case you need it to clear your throat or take a pause (ideally not a Gin & Tonic!) 5. Answer the phone in the correct manner “Good afternoon this is……. speaking”. Make sure to start the conversation in the right way, and at the end of the meeting thank them for their time and make sure to say you will be in touch with the recruiter with thoughts and feedback. 6. Most of all, relax and try to enjoy the interview Please remember the interview is a 2-way process, so please get out as much as possible. As when you pass on your thoughts and feedback to your agent, we want you to say, “that’s a great role/firm, I am keen” NOT “I am not really sure, I didn't find out enough". For a more in-depth conversation around alternative interview processes and interview tips within the Tax market, please do get in touch with Kevin Racher on 020 7269 6321 or firstname.lastname@example.org.
In all of your ATT and CTA examinations, knowing how to use the legislation is integral to exam success. It is a real skill knowing how to navigate around the legislation and interpret its contents in a time efficient manner under exam conditions. Nitin Rabheru, Tutor at BPP Professional Education is running free live webinars in February and March 2020. These free sessions are for BPP and non-BPP students on the following dates: ATT Highlighting Tips: Tuesday 18th February 2020 (18:00-20:00) CTA Highlighting Tips: Thursday 20th February 2020 (18:00-20:00) CTA Owner Managed Businesses Adv Tech + APS: Tuesday 25th & Thursday 27th February (18:00-20:00) CTA Taxation of Major Corporates Adv Tech + APS: Saturday 29th February (09:00-14:00) CTA Individuals Adv Tech: Wednesday 4th & Thursday 5th March (18:00-20:00) 2020 Legislation Registration Links If you would like to attend (or listen to a recording) please register your interest by following the below links: ATT Highlighting Tips CTA Highlighting Tips CTA Owner Managed Businesses Adv Tech + APS CTA Taxation of Major Corporates Adv Tech + APS CTA Individuals Adv Tech On each course, you will learn to: Use the legislation without having to learn individual section numbers Identify which elements of the legislation are useful and those that are not Practice tactical highlighting tips to help you identify key points required to answer questions in the exam Recap core areas Other key information: You will require a set of legislation (Tolleys or CCH) and 5 coloured highlighter pens Legislation should ideally be 2019/20 Details of how to access the course will be sent prior to the course You will need a good internet connection After the session you will be sent a link to the recording In the meantime, for any queries please don't hesitate to contact Nitin Rabheru at email@example.com or firstname.lastname@example.org. Online teaching can be an effective way of delivering both taught and revision sessions, and the online courses offered by BPP allow flexibility for students. You have the ability to study from home, log in remotely and pause live - all the positives of virtual learning. Of course, online learning isn’t for everyone, but BPP gives you all the support you need for your studies with the ability to work at your own pace and in your own time. Click here to find out more about Nitin's work and what BPP can offer to support you with your Tax exams. Want to see how you performed in the recent CTA exams compared to last summer? Click here to see a comparison of CTA results between July 2019 and January 2020 >> For more information on this article, or to speak to our specialist tax recruiters about the next step in your career, contact Kevin Racher on 020 7269 6321 or email@example.com.
Nitin Rabheru is an experienced senior tutor and lecturer in Tax, Law and Financial Accounting at BPP Professional Education in London. A qualified solicitor and previously a Tax Consultant at one of the Big 4, Nitin has over 19 years of experience teaching tax and law, and at CTA level he teaches advanced corporation tax, individuals advisory and the owner managed business application and interaction papers. He is passionate about the papers he teaches and his key objective is to assist students in achieving their academic inspirations. You have an interesting career in that you were previously a Tax Consultant as well as a qualified solicitor. Why did you decide to move into teaching? I have a real passion for tax that I want to pass onto students. There’s no credit for those students who pass and also no blame for those who don’t pass the first time, but either way I like to be positive, smiling and here to help anyone who needs it. It’s a great feeling when students inform me of their exam passes and other successes, and I also get involved in ongoing improvements to student experiences which I feel is incredibly important. What are the benefits of BPP? As well as face to face classes I believe that online teaching can also be an effective way of delivering both taught and revision sessions, and the online courses offered by BPP allow flexibility for students. You have the ability to study from home, log in remotely and pause live - all the positives of virtual learning. Of course, online learning isn’t for everyone, but BPP gives you all the support you need for your studies with the ability to work at your own pace and in your own time. Why was the pass rate so low on OMB Advisory? From my experience, when the pass rate for a particular paper is low, there is a general perception that paper must have been too difficult. With the OMB exam this is definitely not the case. The OMB paper has always tested core areas of the syllabus, however, being an advisory paper, many students spend too much time using the study manuals without minimal question practice, whilst others tend not to cover all areas of the syllabus. It is very common for students to feel overwhelmed and or suffer from anxiety when it comes to exams. The way to overcome this is to take small steps early on in your studies to condition yourself to cope under exam conditions. The method that I recommend for CTA is a scenario based approach - dealing with the exam rather than just simply learning a set of tax rules from a manual. In my opinion, the key to success in any tax exam is being able to identify the key issues, scenarios and tax problems within a question. Not knowing where to begin or how to start a question is often a very common barrier to passing. What advice do you give to your students at the final stages in the weeks before their exams? Once you have reached the final stages, there should no more attempting of questions in the last few days before the real exam. Instead, you should review every single question you have reviewed or attempted in full to ensure you train the brain to spot key issues and scenarios in the exam. Review the list of watch-outs i.e. a note of all the errors you have made until now so you do not repeat them in the exam. For numerical questions revise your computational proformas (at this stage you should have a bank of proformas ready). Revise your model answer plans and 60 second checklists to ensure technical coverage. Review the areas of legislation you have highlighted. What tips or advice would you give to students during their exams? The most important piece of advice I can offer, it to remember that you only need 50% to pass! You have 3 ¼ hours to pass half of the exam so keep that in mind. My advice would be to work backwards and start with the written questions which are usually last as they carry the most marks. Lately we have seen a huge push on school leaver programmes vs. graduate schemes. What are your views on joining one of these programmes and working for a firm like one of the Big 4 or Top 10? I think that the joint pathway has been a superb idea. Getting the balance right between the volume of study time, workload and home life and health is so important, and this pathway for young professionals is allowing for a positive work-life balance. One piece of advice I would give is not to take too many exams during these programmes. Ideally stick to one exam per sitting, and remember to go at your own pace - it’s not a race! These programmes also give students so many options for once they qualify, helping to set up their futures. Finally, in your opinion, how has the tax world changed in the past 20 years, and why? Over the past 6 years we have seen a rise in anti-avoidance measures across the board, which in my opinion has been one of the most significant changes in the tax world. I would also say that there have been more changes in the last 3 years alone than the last 20, with the tax world rapidly changing with technological developments. For more information on this article, for further advice on your tax exams, or to speak to our specialist tax recruiters about the next step in your career, contact Kevin Racher on 020 7269 6321 or firstname.lastname@example.org.
With the eighth and final season of Game of Thrones capturing everyone’s attention recently, what better way to analyse workplace leadership than turning to the on-screen characters from the Seven Kingdoms of Westeros. Feuding families, fire-breathing dragons and the Army of the Dead hardly seems the perfect setting in which to find relevance to today’s business leaders. Yet with the recent return of so many strong characters to our screens, from Cersei Lannister to Jon Snow to Brienne of Tarth, it isn’t difficult to find leadership personalities and characteristics that resonate with the modern-day workplace. Poor managerial and leadership skills are perhaps the biggest reasons for employee disengagement - according to a survey conducted by the Chartered Management Institute, bad management could be costing UK businesses more than £19 billion in lost working hours every year. So, what can we learn about leadership from some of the powerful characters who made it to the final episodes of Game of Thrones? Jon Snow A loyal leader, who is fair and smart in his approach and capable of making difficult decisions. Somebody with integrity who treats everyone equally and is skilled at building teams and morale. We have seen the development of Jon’s character - from once being considered the illegitimate son of Ned Stark, to devoting himself to the Night’s Watch and leading the fight against the Army of the Dead, to finding out he is in the fact the true heir to the Iron Throne - not that he wants the crown. But if anything, this is perhaps why Jon becomes one of the show’s most beloved and respected leaders - noble, unselfish and intellectual traits often drive an individual towards positions of leadership. Daenerys Targaryen A compassionate, courageous and resourceful leader who has a clear vision. Someone with a sense of morality and vision for the future which evokes respect, but also carries traits of ruthlessness and does whatever it takes to get the job done. Throughout all eight seasons, we witness the "Mother of Dragons" develop into a natural-born leader, gaining love, respect and loyal followers, and watch her work tirelessly towards her goal of reclaiming the Iron Throne. One of the strongest on-screen female characters, Daenerys spent seven seasons overcoming countless obstacles and heartbreak, although this final season we have seen her character develop in a completely unexpected way - the closer she got towards her goal, her unwavering idea of destiny turned into her downfall. Cersei Lannister A headstrong, ruthless and fearsome leader. Someone with very little compassion who does everything in their power to remain on top and doesn't care about those beneath her, but is also smart and calculated. From the very beginning of Game of Thrones, Cersei has always been a character to be feared. Her attention to detail and tactic-driven mind has seen her all the way through to the final episodes, even so far as planning to have her brothers Tyrion and Jamie killed with the very same crossbow Tyrion killed their father with. Unsurprisingly, this kind of top-down, autocratic leadership approach was most unpopular in a survey on leadership styles. You may hate her - it would be surprising if you didn't - but it's hard not to admit that she knows how to become and remain a leader by commanding obedience and ruling with fear and discipline. Tyrion Lannister A headstrong leader who uses tactics and wisdom, as well as quick wit to get people on side and gain respect. Someone who uses their charm and intellect to push and develop people in the right direction, and really believes in people. The youngest Lannister brother is most often cited by male business leaders. When we first meet Tyrion he cares only about drinking and womanizing - against the will of his political and powerful family - but by Season 8 he is undoubtedly one of the most headstrong, fair and intelligent leaders, relied upon by so many important characters in the series. As Tom Blomfield, CEO of Monzo Bank, surmises, he uses his wit and intellect to survive in a world of regicidal maniacs, fire-breathing dragons and the undead - who wouldn't want those skills to survive in the workplace! Brienne of Tarth Someone with an unwavering determination to do the right thing. An incredibly loyal individual, who sticks to their morals and goes against the odds of what is expected from them. It is back in Season 2 that Brienne makes a pledge to Catelyn Stark that she will return her daughters Sansa and Arya to Winterfell safely and protect them. It is her determination to carry out this promise and to do the right thing that defines her character throughout the series and earns her the most mentions by women business leaders. Although not a main 'leader' in the show, Brienne is undoubtedly someone from whom leaders could take a few tips! An excellent fighter and feared in the field by men, she is someone who goes against the grain - a valuable trait in the workplace in generating new, innovative ideas - and we can all agree that the moment of her knighthood in Season 8 was truly deserved and a long time coming. Arya Stark Results! A headstrong, independent and determined personality, and someone who puts the overall goal before their personal needs. A leader who shows great resilience, morality, and the ability to deliver results. There is no doubt that the youngest of the Stark daughters became the hero of the series with her performance in the Battle of Winterfell. Arya is a character who gets things done and delivers results - best shown by her long kill list which now includes the Night King. Admittedly, Arya tends to lead herself as opposed to others, but she is also a great team player and incredibly kind and moral, traits of a leader that people would want to follow. However good a leader's goals are, you need someone who delivers results and having someone like Arya in your workplace would be nothing but an asset. According to Ann Francke, CEO of the CMI, the UK has roughly 2.4 million ‘accidental’ managers - those in managerial positions because of job skills, not qualifications or skills in leadership. However, it is almost impossible not to notice the changing role of management in workplaces, with companies increasingly recognising the problems with micromanaging their employees, and today’s workplaces instead tend to promote and follow a more transparent, coach-style of leadership. As the saying goes, ‘people leave managers, not companies’, and some of the most powerful leadership skills and lessons can be learnt on screen and from pages. Building morale, inspiring employees, encouraging team-work, using wit and intellect, and showing determination to deliver results in the right way are all traits that make a great modern-day workplace leader, and are traits that could perhaps be encouraged or introduced in your business. For more information on leadership and today's workplace, or to talk about your recruiting needs, contact Kevin on 02072696321 or email@example.com.
What advice would you give yourself 10 years ago on how to make Transfer Pricing Partner? Take time to understand the skills and competencies that are required, then work on your weaknesses. What do Moore Stephens do well? The culture. Of course, this is always a work in progress but I like the fact that the firm is genuinely committed to its values. What is your biggest bugbear about CVs? Bad spelling and punctuation is never going to impress a potential employer. How would your team describe you? I would like to think that they would say fun, knowledgeable and inspirational, but I could be totally wrong! If not in tax, what would the dream be? Sport or something outdoors. Biggest superstition/fear? I am not really superstitious. Fear: ill health of family or friends. What is your morning routine before work? I row competitively so hit the gym or river 3 times a week. Skiing or beach? I have not been skiing for many years but will correct that next year, so that is my choice. Who is your hero? I admire many people but no heroes. What is your life hack / top tip? Be happy, you only live once (and it goes surprisingly quickly!). Back to 60 Seconds archive >>
Job searches often follow the London Bus Principle; you wait for ages for one and then three turn up at once! Whilst this seems like a lovely problem to have, it is rare that you will have three perfectly-timed job offers at once and managing this process can be rather daunting. Below are a few tips on how to manage multiple interview processes to ensure you secure the right role at the right time: 1. Gain full market understanding One of the most commonly heard phrases in recruitment is “I’m not actively looking,” yet I think most people would be hard pushed to say that their head wouldn’t be turned by a better role/ larger salary/ better benefits/ shorter commute. When the dream specification arrives it’s tempting to only consider that option but it’s always better to look at a few options at this stage rather than reaching the last round of a process and realising you haven’t compared this to other opportunities. Best case you’ve found other roles that are of interest and have the time to explore all options and worst case you cement your interest in the original job. 2. Be open People are often wary of letting interviewers/ recruiters know that they are considering other opportunities in case it insinuates that they aren’t fully interested in that role. This is far from the case as it shows that you are serious about leaving your current position and that other businesses are interested in your skillset; you can also use it to your advantage to emphasise your interest as you have considered other opportunities. If you let your recruiter know that you have other roles on then they can manage processes accordingly and book in interviews faster/ slower to ensure all decisions are made at the same time. 3. Ask lots of questions In addition to your standard interview questions, it is encouraged that you ask what their process is etc. Do ask: when are they looking to start interviews, how many stages will there be, how many people are going forward for second stage etc. The more you know the more you can manage things accordingly. 4. Be picky It’s often said that looking for a new role is a job in itself; if you’re busy at work/ busy at home/ watching VAR replays it can be difficult to take the time to properly prepare and get out to interview. The corollary of point 1 is that whilst it’s important to understand what’s in the market it is not necessary to go forward for every role and interview. If you do, this will cause even greater stress in organising multiple processes and will stop you from being able to judge each role and business on its merits. As a cheeky side note, it’s also important to be picky about your recruiters as organising interviews through one or a limited number of recruiters will ensure it’s easy to manage multiple opportunities. 5. Pat yourself on the back When asked what to do if multiple publishers picked up his book, Robert Bloch (of Psycho fame), said: “You should be so lucky to have that problem.” If you’re in this position, do remember that you’ve impressed them enough to get to this stage and are in a very strong position to change roles.