Record Set - Tips From A Fast US Tax Recruitment Campaign

We’re were very happy with the successful completion of a Remote Senior UK/US Tax Manager for one of our clients - accomplished in record time! Here’s how we achieved this fast turnaround, ensuring the right candidate was hired swiftly and efficiently.

1. Collaborative Approach

Rather than simply relying on the job title, we took the time to dive deeper into the client’s specific needs. We worked in close partnership to thoroughly assess the tasks and responsibilities the role required. By focusing on the actual functions the new hire would perform, we were able to target the market more accurately. It became clear through our market research and conversations that a senior manager, not just a general manager, was the right fit for the role.

2. Clear Non-Negotiables and Flexibility

One of the first steps was identifying the non-negotiable requirements and areas where there could be flexibility. In this case, certifications like ATT and EA were mandatory, while advisory experience had some room for negotiation. Leadership experience and the ability to oversee the operational side of the tax team were also crucial. Establishing these parameters from the start allowed us to focus our search on the most suitable candidates.

3. Competitive Salary

Our client understood the importance of offering a competitive salary and provided compensation above market standards. While not always an option, this can be a game-changer in preventing offer rejections at the last minute. Communicating this upfront during initial conversations with candidates also helped align expectations early in the process, minimizing any surprises during the offer stage.

4. Remote Work Flexibility

Offering a remote role was key to expanding the candidate pool beyond London, attracting highly qualified individuals who might not otherwise have been accessible. While not everyone prefers remote work—some still favor in-office or hybrid models—having the flexibility to offer remote work allowed us to engage with a wider range of candidates who were eager for a new opportunity.

5. Streamlined Interview Process

We ensured the interview process was efficient but thorough, consisting of two main stages. The first interview with the hiring manager was exploratory and non-committal, allowing candidates to feel comfortable and present themselves authentically. The second interview was split 50/50: half focusing on technical questions and half assessing cultural fit. This combination of technical and interpersonal assessment ensured we could evaluate not just skills, but the potential for a strong, long-term fit within the company. For certain candidates, we left room for an informal final conversation to finalize details and discuss the offer.

Of course, there’s always more to any search than what can be summarized in a few bullet points, but these key strategies allowed us to complete this search quickly and successfully. If you’re looking to fill a similar role, these are some of the strategies that can help you attract top talent and move through the process with speed and precision.

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