WHAT TO LOOK FOR IN A POTENTIAL MANAGER IN AN

Behind the Desk: Getting to Know Daniel Williams

Behind the Desk: Getting to Know DanWelcome to the first instalment of Behind the Desk—a new series designed to help you get to know the consultants behind our business. First up is our Business Manager, Dan Williams. From his journey into the world of finance and accountancy recruitment to his thoughts on the future of the industry in Yorkshire, Dan shares personal insights, professional lessons, and even a few light-hearted confessions (including his go-to karaoke song!). Whether you’re a client, candidate, or colleague, this Q&A offers a great chance to get to know Dan a little better—both in and out of the office.Understanding the Journey: Personal Insights and InspirationsCan you tell us a bit about your career journey so far? How did you end up in finance and accountancy recruitment?I’ve always had a keen interest in people-focused roles, which naturally led me to a career in recruitment. I started my journey in Sales where I developed strong relationship-building and analytical skills. Over time, I realised that finance and accountancy recruitment was the perfect fit—it allows me to connect talented professionals with the right opportunities while staying engaged with the ever-evolving financial landscape. It’s been a rewarding journey, and I enjoy making a real impact on businesses and candidates alike.When you’re not working, how do you like to spend your time? Any hobbies or interests?Outside of work, I spend most of my time with my wife and two young daughters who keep me on my toes! I also enjoy watching football and supporting the Might Reds! (Liverpool). I also try to hit the gym and stay fit and healthy, which helps me unwind and stay balanced. What’s the best piece of advice you’ve ever received?One of the best pieces of advice I’ve received is "Listen more than you speak—which is key to understanding people is key in any industry". This has stuck with me throughout my career, especially in recruitment, where building relationships and maintaining trust is crucial. It’s a reminder that persistence, adaptability, and a genuine approach always pay off in the long run.Industry Perspective: Lessons and Approaches in RecruitmentWhat do you enjoy most about working in recruitment, especially in the finance and accountancy sector?The most rewarding part of recruitment, especially in finance and accountancy, is being able to connect talented professionals with opportunities that genuinely align with their skills and career goals. The finance sector is always evolving, and I enjoy staying up to date with industry trends while building long-term relationships with both candidates and clients. Seeing the positive impact a great hire can have on a business—and knowing I played a part in that—is incredibly fulfilling.What’s one thing you wish more people knew about working in recruitment?I wish more people understood that recruitment is much more than just matching CVs to job descriptions. It’s about understanding people, businesses, and industries at a deep level. A good recruiter is a consultant, advisor, and problem-solver, working behind the scenes to create the right fit for both clients and candidates. There’s a lot of strategy, relationship-building, and market insight involved, making it a dynamic and rewarding career.What’s been the biggest lesson you’ve learned since starting in this industry?One of the biggest lessons I’ve learned is the importance of resilience and adaptability. Recruitment is a fast-paced industry where things don’t always go as planned—candidates decline offers, roles get put on hold, and market conditions shift. Learning to navigate these challenges while staying focused on long-term success has been invaluable. It’s all about persistence, building trust, and staying proactive in an ever-changing environment.Lunch Laughs and Career WisdomWhat’s your favorite lunch to have at the office?A Meatball sub from the deli!What’s your go-to karaoke song (or the one you secretly love to sing)?My singing voice is best appreciated by the hard of hearing! And for those brave enough to endure my rendition of Livin’ On A Prayer, you might want to reconsider your life choices!If you could turn back time and give yourself one piece of advice at the start of your career, what would it be?I’d tell myself to focus on building genuine relationships and not stress too much about immediate results. Recruitment—and career success in general—is a long game, and the connections you build today can open doors in ways you don’t always expect. Also, don’t be afraid to take risks and step out of your comfort zone—it’s where the best opportunities are!The Future in Focus: Aspirations and Industry OutlookWhat excites you the most in your career right now?Right now, I’m excited by the fast-paced evolution of the finance and accountancy sector and how recruitment is adapting to it. There’s a real demand for top talent, and it’s rewarding to help businesses find the right professionals while supporting candidates in securing roles that align with their career goals. The industry is always changing, and staying ahead of trends—whether it’s new regulations, digital transformation, or shifting job market dynamics—keeps things fresh and challenging.What do you think the future holds for finance and accountancy recruitment in Yorkshire?Yorkshire’s finance and accountancy sector continues to grow, with more businesses investing in specialist roles and embracing hybrid working models. I see a strong demand for skilled professionals, particularly in areas like financial analysis, risk management, and digital finance. As companies focus more on automation and data-driven decision-making, the need for top-tier talent will only increase. Recruitment will need to stay agile, building deeper partnerships with businesses to help them attract and retain the best people in an increasingly competitive market.If you could change one thing about the industry to improve it for candidates or clients, what would it be?I’d love to see even greater transparency and communication throughout the recruitment process. Sometimes candidates feel left in the dark after an interview, or clients don’t always have clear insights into candidate expectations. Improving communication and setting better expectations on both sides would make the process smoother and more efficient. Recruitment works best when it’s a true partnership, and fostering trust and openness benefits everyone involved.We hope you enjoyed getting to know Dan and gaining a glimpse into his journey, insights, and personality. Behind the Desk is all about celebrating the people who make our team special, and we’re excited to continue the series with more of our brilliant consultants. Keep an eye out for the next feature—you might just discover something new about the person on the other end of the phone (or email)!Thinking About Joining the Team?If Dan’s story has inspired you and you’re interested in building a career in recruitment with a supportive, people-focused team—we’d love to hear from you. We’re always on the lookout for passionate individuals who want to make a real impact. Get in touch for a confidential chat about life at our company and the opportunities we have available.Check our our Careers Page

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Interviews are very much a two-way street however, whilst you are focused upon creating the best possible impression, it is possible that you might miss those tell-tale signs as to whether or not you could be making the right career move.

It is important to remember that the interview is as much about you gaining an insight into the company you could potentially join and – if its your potential new boss conducting the interview – an opportunity to see if you feel like they will be good manager to work with.

Whilst there are no fool-proof ways to guarantee you will be making the right move, there are some key signs to look out for and crucial questions to ask which can help when it comes to making your decision.

Communication: Has all your contact in the run up to your interview been clear and concise? Was the interview date and time arranged in a timely and organised fashion? Has your interview been rearranged on more than one occasion for reasons that seemed avoidable?

First impressions count: Just as you are looking to make a good first impression, what did your instincts tell you at the outset? Key factors to consider include; did they arrive on time for the appointment, did they appear organised and well prepared, did they start the interview by trying to put you at ease?

Interest: Even if the process requires a pre-determined set of interview questions to be asked, a good manager will demonstrate that they are interested in your answers or will refer to something they have gleaned from your application. Do they appear interested by your answers by demonstrating positive body language, holding eye contact and providing encouragement towards you during your responses?

Pertinent questions: Are they asking questions which are clear to understand and enable you to answer confidently and concisely? If you need to repeatedly seek clarification on their questions this could indicate that they may not be a strong communicator when it comes to giving direction. Do they have a clear understanding of the role and the part it plays within the team?

Passion and enthusiasm: Do they seem to enjoy their own role and speak highly of the company? How long have they been in their role? Do they champion the business and sell it as a great place to work?

Colleagues: How do they speak about other members of the team? Do they talk positively about the direction the business is taking and the contribution that is made by their employees? What do they say about the person who previously worked in that role? How did the vacancy come about? Negative responses could indicate that someone has departed on less than favourable terms or if they display frustrations about how the team is performing it could indicate that dissatisfaction within the department.

Questions: Did they give you the opportunity to ask questions at the end of the interview? If not, it could demonstrate that they only see the interview as being for their benefit. How did they respond to your questions? Were they keen to engage, or did they seem to just be going through the motions?

Outcome: Did they give a clear indication of what the next steps would be and when they would be looking to make a decision? A good manager will have a good idea of where they are in the recruitment process, what the next step would be and would be keen to provide assurances that an outcome would be communicated in a timely fashion.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today for expert advice on your next career move.

WHAT TO LOOK FOR IN A POTENTIAL MANAGER IN AN INTERVIEW

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