WHAT TO LOOK FOR IN A POTENTIAL MANAGER IN AN

How to Write a Winning CV as a Part-Qualified Accountant

Whether you’re halfway through your ACCA, CIMA, or ACA qualification, being a part-qualified accountant is a valuable position that opens doors to numerous opportunities...However, capitalising on those opportunities starts with one critical tool: a well-crafted CV. Your CV isn't just a list of previous roles — it’s a strategic marketing document. It's your chance to demonstrate to employers that although you're not yet fully qualified, you already deliver tangible value and have the potential to grow into a fully-fledged finance professional. Based on experience within the demanding and fast-growing part-qualified market, here are five essential elements your CV must include to stand out.1. Lead with a Powerful Personal StatementThis is the first impression — and one of the most important parts of your CV. A strong personal statement should make hiring managers want to read more. Your personal statement should cover: Your current qualification status (e.g., “ACCA part-qualified with 7 out of 13 exams completed”). Your professional ambitions and what drives you. Key strengths developed so far (e.g., process improvement, analytical thinking, stakeholder collaboration). Areas you’re eager to grow in. Tailor this section for each role you apply to. Show your enthusiasm for the specific opportunity and highlight relevant experience. Crucially, mention where you've added value — perhaps by streamlining a process, supporting a new project, or exceeding performance targets.2. Showcase Your Professional Experience with ImpactThe experience section is your chance to back up your personal statement with evidence. Avoid vague job descriptions. Instead, go into detail: Describe key processes you’ve worked on (include figures or financial details where possible). Highlight your role in cross-functional teams or collaboration with senior stakeholders. Focus on contributions you've made — especially in process improvements, efficiencies, or data-driven decisions. Rather than just listing duties, emphasise achievements. What did you deliver? What changed as a result? Who benefited from your input? Remember: employers in the part-qualified market want to see your potential and how you've already added value. 3. Highlight Transferable Skills and Tailor for Each JobIt’s easy to fall into the trap of sending the same CV to every job. Don’t. Tailoring your CV to each opportunity shows initiative and relevance. Start by thoroughly reading the job description. Identify what the employer is really looking for — and match that to your skills and experience. For example, if the role emphasizes SOX compliance, IFRS, or UK/US GAAP reporting standards, and you’ve had exposure to these, make it clear. If a job involves partnering with non-finance departments, highlight any experience communicating with cross-functional teams or presenting financial insights. Mention transferable skills such as: Problem-solving Analytical thinking Use of ERP systems Forecasting and budgeting support This shows you’ve not just read the job description — you understand what the company needs and the transferable skills and experience you have.4. Don’t Just List Technical Skills — Demonstrate ThemHiring managers don’t just want to see a list of accounting systems and tools you’ve used — they want to understand how you’ve used them. For each system (e.g., SAP, Sage, Excel, Power BI), include: What you used it for (e.g., “automated monthly reporting using Excel macros”). Any efficiencies or improvements achieved through its use. If you implemented or helped roll out a system or process, explain your role and the outcome. Example: "Developed a reporting dashboard in Power BI that reduced manual month-end reporting time by 30%, allowing the team to focus on variance analysis and forecasting." This showcases your technical ability and your contribution to the wider team.5. Include Key Achievements or Case Studies Using STAR In a competitive job market, including 2–3 concise achievements or mini case studies can elevate your CV. Use the STAR Method to structure them: Situation – What challenge or context were you working in? Task – What was your role or responsibility? Action – What steps did you take? Result – What was the outcome? Quantify it if possible. For Example: Situation: Month-end reporting was consistently delayed due to data inconsistencies. Task: Identify the bottlenecks and improve the workflow. Action: Collaborated with the data team to build an automated reconciliation process. Result: Reduced reporting time by 2 days and improved data accuracy, enabling earlier board review. Including achievements like this gives your CV personality and provides excellent talking points during interviews. Final ThoughtsBeing a part-qualified accountant isn’t a limitation — it’s a launchpad. The right CV will not only reflect your current abilities but also show employers your drive, value, and potential. To recap: Craft a compelling personal statement tailored to each role. Highlight achievements and value-adds, not just responsibilities. Tailor your CV to every application — make your skills match the role. Showcase your technical experience with real examples. Include 2–3 achievements using the STAR method to give your CV depth. With these elements, your CV won’t just get you through the door — it will set the tone for your progression toward full qualification and a thriving finance career. Visit Our Candidate Advice Pages HereLooking 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 TODAYand let's chart your career path together.

Read article

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

View all Interview Advice Blogs