ASK THE EXPERT - HOW TO CHOOSE BETWEEN JOB OFFERS

From Leading Shared Services to Supporting SEND Families – Meet Samantha Ryan

When it comes to shared service management, Samantha knows her stuff.With a career built on navigating fast-paced change, leading high-performing teams, and staying two steps ahead of the next big thing in business ops, she’s seen (and solved) it all. But Sam’s talents don’t stop at spreadsheets and strategy—she’s also the author of SEND Help!, a heartfelt and practical guide for parents navigating the world of Special Educational Needs.In this Q&A, Liam O'Flaherty sat down with Samantha to chat about the reality of leadership in shared services—what it takes to thrive, what’s changing fast (spoiler alert: AI is knocking at the door), and why staying human in the digital age might just be the most powerful skill of all.Whether you're eyeing your first step into a shared services role or already deep in the trenches, Samantha’s insights are refreshingly honest, full of warmth, and packed with practical takeaways. Let's dive in.What do you think future leaders should prioritise or focus on most in order to successfully make themselves appointable as a shared service manager?I think it’s less about ticking off qualifications and more about showing you can actually lead people through mess and change. You need to be someone who stays calm under pressure, communicates clearly, and isn’t afraid to get stuck in. If you’re the kind of person who sees a knot and wants to untangle it, you’re probably halfway there already. When leading a shared services team, you need to have one eye on how your operation is running right now and the other eye on what’s coming down the pipeline - the next new technology or shared services operating strategy. Curiosity is key to ensuring you always stay abreast of emerging technology and ways of working.What are both the best and the most challenging aspects of being a shared service manager of a fast paced business?The best bit is the variety - you’re never bored. You get to fix things, improve how stuff works, and genuinely help people. I have always found great joy in my work and being of service to others, whether that’s leading a shared service team, a purchase to pay department or as a global process owner. The hardest part? There’s always something going on. Priorities change quickly, and you have to juggle a lot without dropping the ball. It can be exhausting some days, but also really rewarding when you get it rightWhat are your opinions about the relationship between a shared service manager and the CFO and CEO? What is critically important in building a successful partnership and providing the right support to the CEO/CFO?Trust is everything. They need to know you’ve got the detail covered, that you’ll flag issues early, and that you’re not sugar-coating anything. It’s also about understanding what keeps them up at night and making sure the shared service function isn’t adding to that. You’ve got to be steady, honest, and clear with no fluff.What new key skills or attributes do you think the next generation of shared service managers are going to need to develop?Flexibility and digital confidence. Things move quickly now, and you’ve got to be open to learning new systems, new ways of working, and even letting go of old ways that aren’t cutting it anymore. People skills still matter too, probably more than ever. This current generation expect a work/life balance and flexibility – neither of which are bad things. So, ensuring you understand the needs of your team and the culture of your workforce is essential.Are new technologies like Artificial Intelligence having much of an impact on your role as shared service manager yet? What impact do you think they will have over the next few years?Absolutely, AI has arrived. The key is to understand it, leverage it and not be afraid. AI can be really useful to shared service teams. Some of the repetitive stuff is getting automated, which is a win if it means teams can focus on the work that really needs a human brain. Over time, I think we’ll lean on AI more and more. It’ll still need people who understand the bigger picture and can spot when something doesn’t feel right. Shared Service leaders need to embrace AI and make it work effectively for their business.Is it possible to maintain a reasonable work life balance at shared service manager Level or do you have to accept that there will be personal sacrifices in order to progress to that level?Honestly? There are busy seasons and tough patches where balance goes out the window. But I do think it’s possible overall, you just have to be clear with yourself (and others) about what’s non-negotiable. I’ve learned not to feel guilty about switching off, because you can’t pour from an empty cup.Away from core knowledge, what personality traits have been critical to your success as a shared service manager? Are these natural or have you worked on developing them?Patience, humour, and the ability to stay calm when things get chaotic. Some of that’s just who I am, but I’ve definitely had to work on things like not taking things personally and learning to pick my battles. It’s a people-heavy role, so you need thick skin, but also empathy. What is the one single best piece of advice you were given early in your career that still holds true today?“Don’t wait to feel ready - just start” and “dress for the job you want, not the job you’ve got” (I actually think I first heard that on a Jennifer Aniston movie years ago!). I’ve learned that you grow into roles, not the other way round. Don’t wait to be asked to step forward in your role. Go that extra mile. Say yes, even if your voice trembles as you say it. Most people are winging it to some degree anyway. In ConclusionSamanthas’s approach to leadership is the kind we all wish we worked with—real, grounded, and refreshingly human. From embracing AI to keeping empathy at the centre of decision-making, she reminds us that successful leadership isn’t about having all the answers—it’s about staying curious, stepping up, and staying calm when things get chaotic.Whether you're at the start of your shared services journey or eyeing your next big promotion, there’s something in Samantha’s story for everyone. And if you’re juggling a demanding role with life outside of work (who isn’t?), her reflections on balance, boundaries and being brave even when you’re not 100% ready hit just the right note.If you want to explore more of Samantha’s world beyond shared services, check out her brilliant book SEND Help!—a thoughtful, empowering guide for parents supporting children with Special Educational Needs. Because just like in business, when we work together, support each other, and lead with heart, amazing things happen.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 TODAYand let's chart your career path together.

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I’ve been lucky enough to have been offered two jobs – what should I be looking at to make my decision about which one to accept?

First of all, congratulations! What a great result. For many this would be an enviable position to be in, but it is understandable that this can be a difficult decision to make – and it’s not one that you should feel rushed into making.

Let’s start off with what you shouldn’t do in this situation – don’t try to play each company off against each other. Whilst they have both selected you as their preferred candidate, if they sense that you are not genuine about wanting to come on board they could rethink their offer; and if both companies get that sense you could find yourself in a very tricky situation!

That is not to say that there shouldn’t be room for negotiation, however the sensible approach is to only negotiate with one company and in order to work out which is your preferred offer, there are a number of things that you need to take into consideration.

Don’t immediately assume that the offer that comes with the highest salary is automatically the ‘best’. There are many other factors which contribute to a strong job offer and you should weigh each of these up and apply the ‘benefit’ to where you are in your career and what you want to get out of the move.

Ask yourself:

What are the opportunities for progression?

A company might be offering a high salary now, but what opportunities can they offer for further growth and progression? Consider what you wanted to achieve career-wise from this move – does one company come closer to enabling you achieve your goals? Weigh up any differences in the role that you will be doing – are there aspects which interest you more than others? Do either offer further training opportunities? It can be easy to overlook some of these factors when presented with a more attractive salary but do not underestimate the value of job satisfaction and future opportunities.

Can you achieve a better work life balance?

Your reasons for looking for a new role might not be purely motivated by a desire to gain a promotion or undertake additional opportunities. If you are looking to achieve a better work life balance, then it is important to take into account each company’s approach to flexible working.

The last 12 months have made almost every company reconsider its homeworking policy so it’s important that you ask for clarity as to how they foresee these arrangements continuing in the short, medium and long term. You should also try to look ahead to a time when you may be more office based – does one company have a longer commute? Are there costs associated with parking or taking public transport that you need to account for?

Do they have a good reputation as an employer?

Whilst there are lots of areas that can be open to negotiation, the one element that you will not be able to change is the culture and values held by the organisation itself. What reputation do they have in the industry? Try to find out what you can from current or previous employees or see what their customers and clients are saying about what it is like to work with them. Also consider what your gut instinct told you in the interviews – did you get a good feeling from the interviewer? How did they sell the role and what is the company like to work for?

Making your choice

Take time to weigh up the pros and cons of each opportunity – and be honest with each company. A good company will understand that you need a little time to make your decision and shouldn’t try to rush you. However, bear in mind that they will have other candidates that they need to get back to so agree a timeframe and stick to it. Good luck!

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.