Search this site

For years, the fastest way to lift your pay seemed simple: switch jobs and collect a BIG bump. That playbook is far less reliable today. Pay transparency has tightened ranges, employers price scope over titles, measures that track productivity are on the increase and hiring is calibrated for profitable growth, not headcount inflation. Chasing a raise by hopping roles can leave you flat - or even behind - if the new scope is narrower, the team is leaner, or your skills aren’t directly tied to measurable outcomes. If you want more money, better scope, or faster progression, start where you are. “Know thyself” isn’t a cliché; it’s a strategy. Your market value rises when you can define your strengths, the problems you solve, and the outcomes you repeatedly deliver - and then have the right conversations where you are to turn that value into pay and opportunity. So what do you do if you know you're more valuable? Hold off on the jump as a first step. Run a Personal Value Audit by listing your top five capabilities. Be honest here. Ask others, who know you well and are brutally honest, if you need to, What you're aiming for here is the combination of technical and soft skills that make you the individual you are Hold Off on the Jump Name your Signature Problem Superpower so you can name the business issues you solve. Far too many people cause work issues and expect other people to sort it out. Be useful and be able to pave the way for others Be able to articulate your Repeatable Outcomes so that the combination of skills you have can easily be shown to deliver the measurable, quantifiable results you have created. Be warned...taking individual credit for a group effort is the mother of all karma Staying where you are (in the short-term at least) whilst you work through this process is rarely wasted. The self-improvement insights and the strengthening of relationships as part of the steps will remain with you, whether you stay or go. But don't rush this and leave yourself in regret. Try to get yourself to: An understand where upgrading skills right now will compound your progress faster A closing of targeted gaps that will give you immediate leverage in your current context Being able to shine where you're planted. Now's not the time to do just enough or hope that someone's going to notice invisible impact Way too much b*lls%it is spouted about the only way to a raise is out. A raise isn’t guaranteed when you change jobs - and that’s a useful constraint. It nudges you to anchor career moves in scope, outcomes, and environments that multiply your strengths. “Know thyself” plus targeted self‑improvement and clear conversations where you currently are, will often get you what you want faster, set you up to earn bigger numbers where you are AND wherever you go next when the time's right. Career advice is all part of the Role-Match service 🙃

The future of hiring isn’t ‘AI alone’ or ‘humans alone’. It’s the right blend that surfaces real capability and authentic fit – and resumes are all noise. Resumes were a proxy for exposure: where you’ve been, what you’ve titled yourself, how people include key words to reach the top of some tech system. But proxies are weak if they don’t predict outcomes. Skills + Mindset For SMEs, performance is highly contextual – team size, growth stage, systems maturity, stakeholder sophistication, pace. The optimum way to build your team in a dynamic SME is to build something that looks directly at skills and mindset, then matches people to roles where both position and person hired will thrive. We marry these signals with a tech-powered matching engine and human evaluators who understand finance roles in growing businesses. Candidates aren’t reduced to a keyword match; they’re understood as potential teammates with demonstrated strengths and realistic stretch areas. This approach does more than improve hiring, it improves equity. By removing resumes, we reduce bias based on pedigree, formatting polish, or brand-name employers. We elevate best matches who show competence and commitment - even if their path is non-linear. That’s good for SMEs (you discover someone who has a skills combination that’s as unique as you are) and good for candidates (you get fair shots based on doing, not telling). And yes, this drives the cost of traditional recruitment down. You save because we’ve redesigned the process around actual predictive steps and removed waste. What this means for you: • Faster confidence in final interviews - because you’ve already seen evidence of fit • Smoother onboarding - because our candidate insights include strengths, stretch areas, and recommended onboarding focus • Better retention - because hiring for mindset + outcomes aligns with how you operate day-to-day If you want to experience what hiring looks like without resumes - and with signals that actually matter - reach out. We have IRL examples and process details about how we tailor the search and hire program to your exact role.

You know you're onto something when you polarise opinions. When people passionately defend a model that they know, deep, deep down, doesn't serve the Customer. Delulu. An article on LinkedIn can set off a series of heated debates offline, and so it was last week. The fantastic piece by Trent McLaren on the BS rates that are being quoted for financial Recruitment of mid-level roles for Public Practice at the moment started it all. And it's not just an issue for Accounting firms, it's no better if you are a growing business turning over a few million and need a great Finance hire. It's the same. $30K. $40K. With a one-time special offer – a 3-month replacement free of charge… For business, there's another headache. At least Accounting firms know what to look for. Most business owners and investors find it very difficult to vet candidates with any sense of confidence that the person they choose to fill such a critical role is a good Match. That the person they've chosen can actually do what they say they can. That they'll gel with the rest of the team. And often this choice is made quickly because any finance role can't stay empty for long without things starting to hurt. So you'd think that this would be the advantage of going to a recruiter? Not likely. In the ten calls I made to recruiting firms this week for some old-fashioned market research (and some of them were accounting specialists), none of them included technical assessments and/or soft skills/psychological testing as standard. You have to pay extra for that. Or do it yourself. For $30K? A bargain. I won't repeat elements of the original article featured at The Firm. Still, it's well worth a read and clearly reflects what many people in Public Practice and business more generally are feeling and have felt for decades. The model's broken. I've heard the arguments in defence of the sector and the model: 'Look at the value we deliver!' 'Our customers appreciate all the work we do to find them the right candidate. We do things differently!' 'The work we put into this is unseen and easy to dismiss, but you have no idea!' Don't get me wrong, there are plenty of people who see value in their recruiter of choice. The relationship that's been built, and how tirelessly they work to find the right candidate. It's the business model that sits behind Recruitment that sucks. I don't know a single person in the nearly 20 years I've been in business who pays their recruitment invoice with an inner glow of satisfaction. I thoroughly enjoy reading the work of Greg Savage, who sums up perfectly how AI (the collective term) is going to change the recruitment model in the coming months and years. And he's SO right. Be warned. The market hates this type of anti-Customer model with a passion. As soon as it can be replaced, it will be. And this time it won't take decades.

Gilding the Lily. It's a term my grandmother used all the time. Its true meaning is 'to unnecessarily add decoration or embellishment to something already beautiful or perfect'. But she didn't use it like that. My grandmother used it to describe something that was a more honest (and far more widely used) form of a lie. A fib if you like. With June 30th tomorrow and SME finance front of mind, I thought I'd share my top 3 on both sides of the 'fibs' uttered during the hiring process. For full disclosure, I only know about hiring for the finance sector, but I imagine these (or a version of these) are universal and have been uttered in one form or another in the last 12 months. See if they resonate... I've listed 'CPA member' on my resume (but won't tell you I haven't paid my fees for the past 10 years unless you ask me a direct question regarding whether it's up to date) I'll give you the impression that we are super flexible employers (but won't tell you that we've had this full-time in-office role open for months and now we're desperate, so I'll tell you anything) I'll mention I've got 'deep experience in XXX sector' in the interview (but won't tell you it was for a temp position that only lasted 3 weeks, 5 years ago. Please don't ask me too many questions about this as I deftly try to steer the interview onto another role that I haven't embellished. I'll allude to the fact that we'll review your rate during Probation (but then continually kick the can down the road for six months without giving you clear comms as to what needs to be done to secure it in the hope that you'll stop asking for it) I won't disclose that I'm going on a four-week holiday, that's booked and paid for, three months from now (but will assume that telling you in my first week means that I have fulfilled my employee obligations and that now it's your problem) I'll tell you that your 'exceptional cashflow skills and your ability to remain calm in a storm' are critical for the role (but I won't tell you why and how it relates to this role in particular until you get here and you're full of the cake we've bought you to celebrate your first morning tea) There's nothing wrong with any of these statements. Just what people deduce from them when stated in an interview. Is everyone being lied to? No, I think it's human nature to be selective with facts when there's something they need. Being transparent, brave, and ethical enough to be honest during the hiring dance to ensure that you both know what you are agreeing to is vital in any role. But in a finance role, it's critical. I know some people do this in dating, too, but let's keep to this topic. It's about transparency. And courage. And values. All the things you want from the get-go, particularly when you're managing other people's money. And this gets every relationship off to the best start.

Discovering the Hidden Job Market The hidden job market is like a treasure chest waiting to be opened. It’s filled with opportunities that many job seekers overlook. But fear not! I'm here to guide you through this uncharted territory. 1. Build a Profile With a Recruitment Partner Who Knows the Landscape Specialist recruiters often have access to roles before they hit the market. Here at RoleMatch, we work closely with businesses in specialised sectors and professions to understand their future hiring needs. We are known for connecting candidates with opportunities before they’re publicly advertised. 2. Make Genuine Connections Networking isn’t just about collecting contacts; it’s about building relationships. Attend industry events, join professional groups, and engage with people on LinkedIn. A simple conversation can lead to a referral or insider tip about an upcoming role. Remember, it’s not just who you know, but who knows you! 3. Be Proactive, Not Just Reactive Don’t wait for the perfect job ad. Identify companies you admire and reach out directly. A well-crafted message expressing your interest and value can open doors - especially in growth-stage businesses that hire opportunistically. 4. Leverage Your Online Presence Your LinkedIn profile is more than a digital resume; it’s your personal brand. Make sure it reflects your strengths, aspirations, and personality. Engage with content, share insights, and let recruiters know you’re open to opportunities. A little visibility goes a long way! 5. Stay Visible and Vocal Sometimes, being top-of-mind is all it takes. Keep profiles up-to-date, and stay in touch with former colleagues, mentors, and industry peers. Let them know you’re exploring new opportunities - they might know of something perfect for you. The Power of Referrals Referrals are like gold in the job market. They can significantly increase your chances of landing an interview. When someone vouches for you, it adds credibility. So, don’t hesitate to ask your network for referrals. Just ensure you return the favor when they need it! Embrace the Journey The hidden job market isn’t elusive; it’s just relational. By being intentional, visible, and connected, you can uncover opportunities that others miss. And if you’re ready to explore what’s out there, we’re here to help you find your next great role - especially if it hasn't been posted yet. Conclusion: Your Next Step Awaits So, are you ready to dive into the hidden job market? With the right strategies, you can uncover opportunities that align with your skills and aspirations. Remember, it’s not just about finding a job; it’s about finding the right job for you. If you’re looking for more insights or assistance, feel free to reach out. Let’s make your job search less frustrating and more fruitful!

When you’re looking for a new role, you’re either running from something or being drawn to something. Let me explain. One’s more about wanting to leave a job that’s causing you pain. The Push. It can be a toxic work environment; an unsupportive boss; the boredom of the work; or just a feeling that you’re stuck in an endless spin cycle that’s going nowhere. The other’s about moving towards a new job that can be difficult to define. The Pull. It might start with a conversation with a friend who’s loving their new role; something uplifting you saw on LinkedIn about someone you used to work with; an opportunity that crosses your path that you weren’t expecting; or just a feeling that the world is moving forward without you. Push or Pull This crossroads can be tricky, particularly if you’re not feeling the Push or Pull very strongly. It’s generally a feeling of being unsettled. Sometimes it’s quiet. A whisper. But it’s critical it’s not overlooked. I know of very few cases where once the niggling feeling of Push or Pull starts, it subsides without action. The feelings that come up can be confronting and uncomfortable. You can bury those feelings of anger, frustration, sadness, curiosity and hope, but pushing them down can show up as something else. A feeling of: Irresponsibility – I have a family to support, so it's best not to do anything rash. Insecurity - who am I kidding? Going for a new role could flag my lack of skills. Delusion – it’s really not that bad (most of the time), it’ll pass. In both cases, the Push or Pull signifies the need for change. And it’s never been easier to explore your options than today.

Ever had a job that looked perfect on paper but left you feeling empty? You’re not alone. Many professionals find themselves “surviving” in roles that don’t truly fit who they are. The good news? Thriving in your career starts with one powerful shift: aligning your work with your values. Why Values Matter Skills and experience might get you the job, but values determine whether you’ll love it. When your personal values clash with your company’s culture, it can lead to stress, disengagement, and even burnout. But when your values and your workplace align, work feels purposeful - and that’s when real growth happens. Values Aligned Career Moves How to Spot Misalignment You feel disconnected from your company’s mission. You’re compromising on what matters most to you. You dread Mondays, even though you enjoy the work itself. If these sound familiar, it’s time to rethink your next move. Steps to Find the Right Fit Define Your Non-Negotiables : Is it integrity? Innovation? Work-life balance? Get clear on what matters most. Do Your Homework : Look beyond job descriptions. Research company culture, leadership style, and values in action. Ask the Right Questions : During interviews, ask how decisions are made, how success is measured, and what the company celebrates. How We Help You Thrive At Role-Match, we've placed more than 1,000 people in roles by developing job matching tech that goes beyond ticking boxes for skills. That’s why our approach focuses on aligning your experience and your values with the right opportunities. We connect professionals with organisations where they can do their best work - and feel good doing it.

'I quit'. It's what fills most business owners full of dread. It means disruption, uncertainty, cost and change. We specialise in matching Finance roles of all shapes and sizes. It's a critical role to fill at the best of times but often it comes with the tightest of deadlines. Like changing saddles from one moving horse to another whilst they're both trying to reach the finish line in the Grand National, it's hell to manage. So here's a recent true story to break it down. Once upon a time, there was a business owner who had just heard 'I quit' from their Finance Manager. It wasn't that she was that unhappy, just that a better opportunity had come along. Due to her length of tenure, she only needed to give 2 weeks' notice, and whilst she would have loved to have given longer, her new role desperately needed her, so they agreed on 3 weeks. Somewhere else, an employee was handing in her notice. She's been in her role for years and years. She knew how to do her role instinctively. How could I possibly put into words what I do daily? She was like family, and she didn't really want to do it, but had found a significant role where she could learn new skills. She was worried that being in a role for so long was holding her back these days. I'm sorry, she said, but I can only give 3 weeks' notice. I need to move on. (Note: all words that can be interchanged in this story are marked in bold. Please feel free to adjust as needed to suit your situation. The clock was ticking. This scenario is very real and happens in business somewhere in Australia every day. At best, there is a detailed procedural set of documents and/or videos covering all finance tasks, a new person (the right person, fingers crossed) to hand over to and the very best of intentions in a common goal to transition smoothly. What can happen, though, is this. Both roles go up on the job board of choice with an exact copy of the old ad (without review), backed up by a Position Description that hasn't been changed in at least as long (assuming there was one to start with) The outgoing employees both have an incomplete finance cycle to document in the time they have left, so some of it will have to be recorded either from memory or through a simulation, or it will be missed entirely. Everyone holds their stressful breath for the next 15 working days: Will anyone call in sick? Will the new employee (in both organisations, as there's a chain remember) be counter-offered by an employer that she feels she is ready to move on from, but feels terrible about, because they haven't found a replacement yet? Will everyone manage to close things off AND still complete the finance tasks in their respective roles? It's a simple event that happens every day of the week. In this and most case scenarios, it's worth remembering there are at least seven key people involved when one person decides to move on in a Finance role (think of buying and selling a house): The two outgoing Finance Managers from each organisation The new Finance Manager coming into one of these roles (the other person is already included above) The direct reports of both the people moving roles The owners/directors of both organisations (I've assumed here the owner/director is the same and that it's a straightforward business, rarely the case, of course), who are affected if something important gets missed in the handover That's a lot of plates spinning at a time when running a business has never been harder.

Most of business (and life) is full of the mundane. We get stuck in the same old rut, living in the comfort of the security it provides. Routine perpetually moves forward with alarming consistency. Until it doesn't. So when something happens that you weren't expecting, it stops you in your tracks. As an example, we wanted to understand what people wanted in an in-house Finance role. What Professionals Really Want So we ran some online trials where we invited Finance Professionals based in Australia to sign up to a new way of being matched to their optimum role. What did they want? Sure, we asked the standard questions - full-time or part-time? What rates are you looking for? But what made the difference was the other questions we dared to ask: What finance role would you like next? Where are your skills gaps because you haven't used them in a while? How many days a week do you need to work offsite? How much travel time on onsite days works best for you and the rest of your life? What start and finish times give you the best support? The Surprising Results More than 1,000 onshore Bookkeepers, Accountants, and Finance Professionals based in Australia signed up in less than 30 days. We were floored! 66% took the time to tell us about themselves and their optimum role. 38% went on to invest 40-80 minutes of their time to complete an online assessment that would reflect where they shone and where their skills needed a brush-up. The overwhelming feedback was that when they were either looking for, or being tapped on the shoulder for, a new role, they wanted: Agency Guidance Respect Communication Progress And that the current way just isn't giving it to them. Lessons Learned The results were great, but the lesson within was of most value. It always pays to step outside yourself. Be curious. Be the outsider when looking at something that's become deeply entrenched and accepted. Ask the questions that no one’s asking. Just try it. Why Agency Matters When we talk about agency, we're diving into the heart of what makes professionals tick. It's not just about having a job; it's about feeling empowered to make choices. Think about it: when was the last time you felt truly in control of your career path? Having agency means you can steer your ship. You decide which direction to go. You choose the roles that excite you. This is what Finance Professionals crave. They want to feel like they’re not just filling a position but are part of something bigger. The Importance of Guidance Guidance is another crucial element. In a world where information is abundant, having someone to help navigate the complexities can make all the difference. Think of it like having a GPS for your career. Without it, you might find yourself lost in the maze of job listings and corporate jargon. Professionals want mentors, coaches, or even just a friendly nudge in the right direction. They want to know that someone is looking out for them. This is where companies can step up. Providing guidance can set you apart in a crowded job market. Respect and Communication Respect goes hand in hand with communication. When professionals feel respected, they’re more likely to engage fully in their roles. They want to be heard, valued, and understood. Communication is the bridge that connects employers and employees. Regular check-ins, feedback sessions, and open dialogues can foster a culture of respect. It’s about creating an environment where everyone feels comfortable sharing their thoughts and concerns. The Need for Progress Finally, let’s talk about progress. Everyone wants to grow. Whether it’s climbing the corporate ladder or developing new skills, progress is essential. Finance Professionals want to know that there’s room for advancement in their roles. They want to see a clear path ahead. Employers can facilitate this by offering training programs, workshops, and opportunities for advancement. When professionals see that their growth is a priority, they’re more likely to stay engaged and committed. Conclusion: A New Approach to Hiring In conclusion, understanding what Finance Professionals truly want is key to creating a successful hiring strategy. By focusing on agency, guidance, respect, communication, and progress, we can transform the hiring process. It’s time to shake things up and rethink how we approach recruitment. Let’s ask the right questions and be open to new ideas. After all, the best hires come from a place of understanding and connection. So, are you ready to take the plunge? Just try it.

I believe we're coming into one of the most interesting times within the last few decades in how people and businesses come together in the employment model. Everything that we think we know will be redefined. Redefining the Employment Model How we define roles. How we present our skills and knowledge. How we define value exchange as employers. How we stake our value as employees. How we craft the commercial arrangement between employer and employee. How we define value in the establishment of wages and benefits. How we protect employees. How we protect employers and their business value. How we define flexibility. How we map wage growth and profit growth. We now have the tech to build something very different that's much better balanced for everyone. The question is not how we do it; the question is will we?