MAKE THEM AN OFFER THEY CAN’T REFUSE - HOW TO

Celebrating International Women's Day with Louise Shute

In celebration of International Women's Day, we continue our series by highlighting the inspiring journey of female leaders in finance who are making a significant impact throughout their career.In this installation we are thrilled to feature an interview with Louise Shute, the Chief Financial Officer of Hollybank Trust, a not-for-profit care provider dedicated to supporting individuals with complex needs. Since joining Hollybank Trust in 2019, Louise has been instrumental in driving financial sustainability, operational efficiency, and strategic growth. Her leadership goes beyond numbers, focusing on ensuring that every financial decision aligns with the organisation's mission to provide outstanding care. Join us as we dive into her career-defining moments, the traits that have contributed to her success, and her invaluable advice for the next generation of female finance leaders. 1.Please can you provide a summary of who you work for and your current role?I am the Chief Financial Officer of Hollybank Trust, a large not-for-profit care provider that delivers specialist care and education to individuals with complex needs. Since joining in 2019, I have been responsible for overseeing finance, IT, estates, and HR, ensuring financial sustainability, operational efficiency, and a strong, well-supported workforce. My role is not just about numbers—it’s about making sure every financial decision supports the organisation’s mission. I work closely with the executive team and trustees to strategically plan for the future, secure funding, and drive initiatives that enhance the care we provide. This includes leading acquisitions, driving digital transformation, and optimising resources to ensure we remain sustainable and continue to deliver outstanding care in an increasingly challenging financial landscape.2.What have been the one or two most defining moments in your career to date?A few pivotal moments have shaped my career and leadership style: Building a finance function from the ground up – One of my most challenging and rewarding experiences was setting up an entire finance team from scratch for a large care group. Bringing the finance function in-house, creating new systems, and ensuring financial stability in a complex organisation gave me invaluable leadership experience. Leading an acquisition – More recently, I successfully led the acquisition of a care business, ensuring financial due diligence, securing funding, and integrating the new business into our operations. This was a defining moment in navigating the complexities of growth while maintaining financial security. Driving digital transformation – Overseeing our transition to a nearly paperless organisation has been a major milestone. Introducing new financial, HR, and operational systems has made us more efficient and forward-thinking, ensuring we are well-equipped for the future. Beyond these, every year brings new challenges in the not-for-profit and care sector, where funding is tight, costs are rising, and financial sustainability is an ongoing battle. Navigating these challenges while keeping the organisation strong and adaptable is something I take pride in.3.What are the most important personal traits, values or characteristics that, being a female finance leader, has really helped to contribute to your success?Leadership isn’t just about making decisions—it’s about bringing people with you. The qualities that have shaped my success as a finance leader include: Compassion and genuine interest in people – I care about my colleagues and take the time to listen, understand their perspectives, and create a supportive environment. Decisiveness and resilience – In finance, tough decisions need to be made. I can balance strategy with reality, ensuring we remain financially stable while protecting the organisation’s core values. Strong communication – Finance can sometimes feel like a separate world, but I ensure complex financial insights are communicated clearly to teams, trustees, and stakeholders so they can make informed decisions. Positivity, even in difficult times – The financial landscape for care providers is constantly evolving, and it’s easy to focus on the challenges. I believe in staying solution-focused and adaptable, ensuring we embrace change rather than fear it. A positive outlook helps to motivate teams, find creative solutions, and maintain momentum even during difficult periods. I wouldn’t say I’ve faced direct challenges as a woman in finance, but finance leadership remains a male-dominated space, especially at board level. Many women struggle with imposter syndrome, and I think it’s crucial to own your expertise, trust your ability, and bring your unique strengths to the table.4.What is the one piece of advice that you would share with the next generation of female finance leaders as they look to build their careers?My biggest piece of advice is: do what makes you happy. You spend so much of your life at work—it’s essential to enjoy it. If you don’t, don’t be afraid to seek out something that challenges, excites, and fulfils you. Beyond that, a few key lessons I’ve learned: Be true to yourself. Work for organisations that align with your beliefs, morals, and values. Build a strong team. Surround yourself with capable, driven people—it will make all the difference. Keep learning. I haven’t had an official mentor, but I invest in seminars, courses, and networking to continuously grow. Finding a mentor or widening your professional network can be invaluable. Stay adaptable. Finance, technology, and the business landscape are evolving rapidly. Staying open to change and embracing new ways of working will set you apart. Above all, believe in yourself. Women often doubt their abilities more than men, but confidence comes from experience. Keep learning, keep leading, and don’t be afraid to step up and take your seat at the table.Louise’s journey is a testament to her power of resilience, compassion, and strategic vision in leadership. Her dedication to Hollybank Trust's mission and her ability to navigate the complexities of the not-for-profit sector have set a remarkable example for aspiring female finance leaders. Her advice to stay true to oneself, build strong teams, and continuously learn resonates deeply, reminding us all of the importance of passion and adaptability in our careers. We hope her story inspires and empowers the next generation of women to pursue their ambitions with confidence and determination. While women are making strides in leadership roles, a significant gender gap still exists. In 2024, 36% of new CFO hires in FTSE 100 companies were female, a notable increase from 2023 when only 14% of new hires were female [1]. Despite this progress, women hold only 25% of CFO positions in the FTSE 100 [2]. These statistics highlight the ongoing need for greater gender diversity and support for women in finance. Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAY and let's chart your career path together.

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Securing the best talent can be a challenge for any organisation and in a candidate-led market you may have found yourself in the position where your first choice for the role has turned down your job offer. There can be any number of reasons for this; some may be completely out of your control however there are several steps that you can take as an employer to put you in a prime position and make them an offer they simply will not be able to refuse.

Reason 1: A slow recruitment process

This is undoubtedly one of the primary reasons why your favoured candidate may no longer be in the market for a new role. If you think a candidate stands out from the crowd then the chances are that other employers looking to fill a similar position will think the same! Top talent will be in demand and it is often the employer who is able to move swiftly and make a strong offer that reaps the rewards.

What you can do: Ensure that your recruitment process is as streamlined as possible with the key decision makers involved so there are no delays when you have identified the best person for the role.

Reason 2: Uncompetitive salaries

Whilst a good salary on its own is unlikely to be enough to sway the best candidates, offering too little could increase the chances that they will accept an offer from elsewhere if they feel they can command more for their skills. The top candidates are very likely to be at the higher end of the salary bracket for their role and their current employer could look to make a counteroffer to retain them.

What you can do: Ensure that you are offering competitive financial renumeration packages and benchmark salary levels against similar roles in other organisations. Bear in mind that salary benchmark tools will provide a useful point of reference, but these should be used as a guide and you will need to apply your own circumstances when determining your final figure.

Reason 3: Lack of benefits package

Today’s top candidates are looking beyond the salary on offer and weighing up the full benefits package that is potentially available. Not only will a comprehensive package carry financial ‘value’, but it can also demonstrate a company’s commitment in a range of areas such as employee wellbeing.

What you can do: If you do not currently offer a benefits package, look to put one in place as soon as possible and review on a regular basis. Consider what benefits are most likely to appeal and bear in mind that these may be different depending on a person’s career status or life situation. To really attract the best talent, where possible build in an element of flexibility to enable your employees to tailor their package to suit their individual needs.

Reason 4: Poor work-life balance

The last year has demonstrated that it is much more possible to work effectively from home. Whilst in time there will more than likely be a return to workplaces, it is expected that more employers will give staff the opportunity to continue to work at least a portion of their hours from home. Sticking steadfastly to the traditional office based 9-5 could be off-putting to candidates looking to achieve a better work-life balance.

What you can do: Put in place and review a flexible working policy which enables employees to tailor their hours around childcare needs or arrangements outside of work whilst still meeting the needs of the business. Even simple things like allowing employees the option to take longer lunch breaks to enable them to attend an exercise class will help boost morale in the team.

Reason 5: Lack of progression opportunity

Even the best salary and benefits package is unlikely to see the top candidates overlook a lack of progression opportunities. The best talent will be ambitious and will be looking to see how you can help them achieve their career goals.

What you can do: Outline the training and development opportunities that will be provided by the company. Describe how you see the successful candidate contributing to the future of the organisation and be clear to demonstrate that there is room to grow in the company. Create excitement about the opportunity to join the organisation and look at the possibility of introducing them to the team they will be working with so they can start to build a rapport.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to speak to a member of our team about your recruitment needs.

MAKE THEM AN OFFER THEY CAN’T REFUSE - HOW TO SECURE THE TOP CANDIDATES

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