Accountancy & Finance Recruitment

Reed is one of the most established finance and accountancy recruitment agencies, matching businesses and professionals since 1960 worldwide.

Start a conversation with one of our specialist accountancy & finance recruitment consultants

Send a brief overview of your requirements and we will contact you to find out more about your needs.

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We know accountancy & finance recruitment

Our national network of finance and accountancy recruitment consultants recruit for temporary, interim and permanent roles at all seniorities, ranging from transactional accounting positions through to finance leadership roles. As a leading recruitment agency, we work with organisations across all sectors, as well as having specialists devoted to supporting accountancy and finance practices.

We operate a large database of accounting and finance professionals in the US, so we can identify the right professional, with the right skill set, fast. We provide a truly consultative service, including industry-leading salary guides, market insights and support with activities such as onboarding.

Reed’s consultants are among the most experienced in the accountancy and finance recruitment market, with each member of our team specialising across sectors and qualification levels. This means that you receive a consultative service from experts with in-depth knowledge of the sector and detailed local insight built up through years of work.

We tailor our finance and accountancy recruitment service to fit your needs and you will always receive the solution which matches your requirements.

And understand your pain points...

  • Sourcing high-quality professionals

    • As the leading accounting and finance recruitment agency, networking is at the heart of our consultants' work, giving us access to a talent pool of passive and active professionals for when your vacancy arises.

    • As part of your recruitment drive we’ll advertise your vacancy as widely as possible to attract candidates to the role, as well as approach professionals with the right skills, knowledge and experience who are not actively seeking a new role. We screen the applications on your behalf, and only put forward the most suitable professionals for your consideration.

  • Negating counteroffers

    • There’s nothing worse than going through a thorough process and pinpointing the perfect new recruit, only for them to accept another offer. This is regular challenge in accountancy and finance, with professionals in high demand. They will often have several offers at any one time, as well as being counter offered by their current employer.

    • Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee. We will guide you on the correct package required to secure the ideal person for the role, while also highlighting to applicants the benefits of your vacancy.

  • Candidate vetting

    • All applicants are fully vetted and undergo a full interview process with your consultant. Our specialists confer with you on the pre-screening questions and minimum competency levels you require, ensuring all applicants are assessed to your specification before recommending them for interviews.

    • And, to offer you peace of mind, all interim and temporary candidates undergo a vigorous compliance and referencing process before starting work with your organisation.

  • Understanding your requirements

    • Our expert consultants are exactly that: consultants. Using a consultative approach, they apply their extensive experience in the sector to understand the nature of your vacancy and ensure they source candidates whose personality, knowledge and skills fit the role.

    • Your recruiter will communicate with you throughout the process highlighting their progress, and relaying key information to help you select the perfect new employee.

  • Supporting your recruitment process

    • We manage the entire recruitment process, from the opening of a vacancy through to onboarding your new team member. Our consultants will be in regular communication with you and your prospective employees from beginning to end.

    • Your consultant will be fully aware of candidates’ thought processes throughout the hiring cycle, ensuring we know about other applications they have made and how this may impact your vacancy. Our consultants will provide interview preparation for you before any scheduled meetings, as well as offering interview support as and when you require it.

Our accountancy & finance specialists

Meni Koulakiotis

Meni Koulakiotis

President Boxer Consulting - part of the Reed Group

​A recruitment professional with over 13 years of full-cycle recruiting experience in a variety of industries. During her over a decade long career, Meni celebrated many successes in agency as well as corporate environments for temporary, temp-to-permanent, and direct hire placements.

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Start a conversation with one of our specialist accountancy & finance recruiters

Send a brief overview of your requirements and we will contact you to find out more about your needs.

What's happening...

Workplace monitoring: guidance for your organisation
2 mins read

Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Employee monitoring: a guide to best practices
1 mins read

Employee monitoring: a guide to best practices

​Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

How to become a marketing executive
3 mins read

How to become a marketing executive

​Are you wondering how to become a marketing executive? This article provides you with all the information you need to start your career journey.

What is a marketing executive?

A marketing executive is a key member of a marketing team and is often responsible for developing and implementing marketing campaigns to promote the company's products or services. They work closely with other teams, such as sales, product development, and advertising, to ensure cohesive messaging and strategic alignment. Marketing executives analyze market trends, conduct market research, and utilize various channels, including digital platforms, traditional media, and events, to reach target audiences and achieve marketing objectives.

A marketing executive career is best suited to those with a creative mindset, strong communication skills, and a passion for strategic planning. Adaptability, analytical thinking, and the ability to thrive in a fast-paced environment are also crucial attributes for success in this role.

Types of marketing executive

Marketing executives can specialize in various areas, including:

Digital marketing executive

Focuses on online channels such as paid social media, email marketing, search engine optimization (SEO), and pay-per-click (PPC) advertising.

Brand marketing executive

Concentrates on building and managing the brand’s identity, including brand messaging, visual assets, and brand consistency across all touchpoints.

Content marketing executive

Creates and distributes valuable, relevant content to attract and engage target audiences, often through blog posts, articles, videos, and infographics.

Product marketing executive

Works closely with product development teams to understand product features, benefits, and target markets, and develops marketing strategies to drive product adoption and sales.

What do you need to become a marketing executive

Here are the marketing executive qualifications that you will need to obtain for the role:

Academic qualifications

While a degree in marketing, business, or a related field is beneficial, practical experience and demonstrable skills are often equally important, so a degree is not always necessary.

Professional qualifications

Many employers look for candidates with internship experience, relevant certifications (such as Google Analytics or HubSpot), and a strong understanding of marketing principles and techniques.

Skills and experience

Key skills for marketing executives include creativity, strategic thinking, attention to detail, and proficiency in digital marketing tools and platforms.

Marketing executive role and responsibilities

What does a marketing executive do? Well, the role varies depending on the organization and industry, but marketing executive responsibilities typically include:

  • Developing and executing marketing strategies to meet business objectives

  • Conducting market research to identify target audiences, market trends, and competitors

  • Creating compelling content and promotional materials across various channels

  • Managing social media accounts and engaging with followers

  • Analyzing campaign performance and optimizing strategies based on data insights

  • Collaborating with cross-functional teams, such as sales, to ensure alignment and integration of marketing efforts

Marketing executives typically work standard office hours, although overtime may be required during busy periods or when deadlines are approaching. Salaries for marketing executives in the US vary depending on factors such as location, experience, and industry sector.

Entry-level positions may start at around $30,000 per year, while experienced and senior marketing executives can earn around $60,000 per year.

Marketing executive career prospects

As businesses continue to prioritize digital marketing and data-driven decision-making, the demand for skilled marketing executives is expected to remain high. Experienced professionals may advance to senior management positions, from senior marketing executive, content marketing manager, head of digital marketing, up to marketing director. Continuing education, staying updated on industry trends, and networking within the marketing community can enhance career prospects and open new opportunities.

In conclusion, becoming a marketing executive requires a combination of education, practical experience, and essential skills. With the right qualifications and dedication, aspiring marketers can embark on a rewarding career path with ample opportunities for growth and advancement.

If you are looking for a marketing or business support professional, or seeking a new role yourself, get in touch with one of our specialist consultants today.