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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?

This phrase has a common meaning: a person or a situation returning to its original state or position after completing a full circle. And the complete opposite of what everything's telling us to do right now. Improve. Evolve. Keep Moving Forward. For me, doing a 360 means something else. It's about knowing yourself from every perspective and from varying ones, to be able to make better decisions rather than lurching from one situation to another based on what you're hearing in the here and now. Doing a 360 In a world that knows everything about us, it's easy to feel continually vulnerable, manipulated and uncertain. Working out the role you need next isn't just about making a move; it's about finding the right fit. It's about making the right move for you in this moment in time and maximising where you are now. It's delulu to think that you can know today what you are going to want and need in the next 2-3 years, but in contemplating your next role, that's effectively what most people are doing. There are things you can do to help position yourself to minimise the risk of a wrong choice that could impact your life if you make a mistake. But it's not about looking ''out there'' it first requires that you look 'in here'' If you are looking for a role now, I'd be getting familiar with YOU and these five key areas: Technically , what am I really good at now? Where am I confident I could develop skills-wise with the proper support? What combination of skills gives me something different to offer? Psychologically , where have I thrived in the past? Which environments bring out the best in me? What makes me feel good about myself? Financially , what am I going to need to live day-to-day and reach the financial goals I have in the next 2-3 years? How secure do I need to feel financially to move forward? Am I intrinsically (internally) or extrinsically (externally) motivated? Physically , what do I need around me to do my best work? Do I work best behind a desk with myself for company or out and about with others? What do I need from my work schedule to ensure my life outside work thrives in the long term? Familiarly, what do people who like and love me say about me? How do people who have seen me navigate the highs and lows of life see me? How would they encourage me to develop? Once you understand your needs and wants from a 360-degree view, the roles you are drawn to and are offered will change. I guarantee it. Try it.

The Shift from Resumes to Profiles The phrase is often used metaphorically to celebrate the end of something oppressive or unpleasant. And so it is with our old friend, the Resume. For those of you who have stopped scrolling to read, yes, this is a reference to the bit where the Wicked Witch of the East is killed in The Wizard of Oz . More often than not, the Resume, or CV, is seen as a work of fiction by business owners, HR teams, and recruiters alike. We hate them. It has long been recognized as a document that is twisted, pretzel-like, to tell a story. Whatever story you want it to tell. In a few cases, a whopping great big fairy story. The move from resumes to profiles has quietly been gathering pace over the last few years. I believe that shortly we'll see the death of the Resume, with Profile (360 to her friends) standing over the lifeless body with the smoking gun in her hand. Who You Are Matters More Where you worked is becoming less important; who you are is now paramount. Key skills, qualifications, and experience have always been essential. Still, your approach to life, learning, communication style, ethics, and a whole raft of what is termed "soft skills" have never been more critical in a world that's becoming less human and more litigious by the day. But how do you really know who you're considering for your role? With over 5,000 coffees, interviews, and general conversations with Finance Professionals completed over the years, I've seen both ends of the scale and everything in between. The Master Interviewee vs. The Shy Candidate Let me tell you about the master interviewee. This person shapeshifts during interviews so well that you can never quite grasp who you're talking to. On the flip side, there's the shy, lacklustre candidate. They cling to a resume that works heavily against them, yet they turn out to be a superb fit for the job and team. What a 360 Profile Offers A 360 Profile does several things: Balanced View : It gives you a balanced view. We've all employed technical stars that no one can work with, and someone so lovely and warm-hearted, but who couldn't do the job. It's a heartbreaking exit interview to carry out in both cases. A Deeper Story : It builds more of a story about who someone is. Today, we employ the whole of someone. Yes, we only see them in the 9th time slot, but the truth is, what's happening in people's lives comes to work with them. We owe it to our employees to support them. Knowing who they are means we are better equipped to do that. Informed Decisions : It allows you to make a more informed decision. Resumes are subjective. Most are heavily narrated to the role being applied for. The truth is, this masks fit. Profiles are more data-driven, and this, together with the human touch that must be at the heart of every hire, is what you need. It allows you to work out which traits matter to you most and have these front and centre when the decision is made. Trust and Morality in Hiring Do I really care whether the barista at my local coffee shop is trustworthy or has a robust moral framework? As long as the coffee's great, I don't care if he lied to his priest on his way into work. But do I need my Finance Manager to have a moral compass I can trust and be taken at his word? You bet. The Future of Hiring The future is bright, my friends. The Resume is done. Close the door on the way out. The Profile is here to stay, and it's about time we embraced this change. Let the joyous news be spread that the wicked old witch at last is dead. Written by me (a human) with some help from AI.

For decades, the traditional 9-to-5 job was the gold standard - a single employer, a steady paycheck, and a clear career ladder. But today, a growing number of professionals are choosing a different path: the portfolio career. A portfolio career is built around multiple income streams, skill sets, and passions. It might include part-time employment, freelance consulting, one-off projects, and coaching and mentoring others. This model offers flexibility, autonomy, and a deeper sense of purpose. So why are Portfolio Careers on the rise? The Rise of the Portfolio Career Changing Work Values : People are seeking more than just financial stability - they want work that aligns with their values, lifestyle, and interests. Technology & Remote Work : Digital tools make it easier than ever to find interconnected roles, manage them and collaborate with anyone from anywhere. Economic Shifts : As industries and sectors evolve, professionals are diversifying to stay resilient and future-proof their careers. So is it right for you? A portfolio career isn’t just for creatives or freelancers. It’s for anyone who wants to design a career on their own terms. If you’ve ever felt boxed in by a single role or dreamed of exploring different passions, this path might be worth considering. Start by asking yourself: Do I have skills that could be applied in different contexts? Would I enjoy variety in my work week? Am I comfortable managing multiple schedules and salaries? If this appeals to you, how would you get started? Audit Your Skills & Interests : What do you love doing? What do people come to you for help with? Being able to articulate your value is key. Start Small : You don’t need to quit your job tomorrow. Begin by exploring what's out there Find Support : Work with recruiters or career coaches who understand non-linear and interconnected career paths - like us at Role-Match. The future of work is flexible, multi-dimensional, and deeply personal. If the 9-to-5 no longer fits, maybe it’s time to build a career that does. Register with us and let’s explore what your portfolio career could look like - and how we can help you thrive in it.

What do you need? When was the last time you were interviewed, and did it start with this question? If you've ever been asked, did you feel empowered enough to answer the question honestly? Why do we use a first date to determine whether we are compatible, but leave job fit conversations for the Probation Period? It's akin to getting married and having a child before 'the talk'. Amidst the noise about whether AI should be used in the recruitment process (just because it can), something critical is being overlooked. Recruitment has primarily been a subjective, human-centric process, utilising a methodology that has remained unchanged for decades. Matching people to opportunity using smart data is possible. And it will get better, very, very quickly. If you speak to SMEs looking to fill roles quickly, individuals trying to find the next valuable step forward on their career path to improve the situation as soon as possible, most don't list trawling through resumes and job postings as high on their list of joyful activities. People looking for roles often feel unseen, overlooked, and ignored because of the way they look, sound, or present on paper. If they get to interview, they also think they are at a disadvantage from the start and avoid mentioning anything important to them, like their rate or flexibility, in fear that it will be held against them in the selection process and affect their chances of success. Companies DREAD working out who is the best fit based on hundreds of applications that tell them nothing worth knowing, and where it looks like most have applied for the wrong role. It's easy to see how the recruitment process can become distorted. People present themselves in any way that will get them the job; companies present the opportunity in the best possible light to fill the role. Is it any wonder why this all falls apart during Probation? Coaching people on how to 'interview well' doesn't help if one of the things you dislike doing is discussing money with strangers (and let's face it, who does?) I believe this is one of the factors that leaves women often being paid less for the same role as men (girls are still being brought up with the narrative that talking about money is something dirty). My experience with interviewing is that women are often hesitant to ask for the rate they know is the market rate, as they want to be liked. However, we all know that being underpaid has a long-term impact on women. It's the same with flexibility. Some people really need it (most people really want it), but have learned not to mention it at an interview. Women feel much more comfortable asking for flexibility than men (almost everyone hates asking for it). After everything we've been through in the last five years, flexibility is still seen as a perk that should be offset against the rate. (Choose one: flexibility or rate, but you can't have both.) I believe we are entering an employment market model with AI, which will help level out bias and wage disparity, and encourage transparent conversations about flexibility where it is genuinely available. It's not whether we should be using AI, but rather why we aren't using it when we can, to provide an employment model that's better for everyone.

Now and again, technology forces a monumental change to how we do things. A StepChange. A significant and sudden shift in process, performance or behaviour. It's easy to forget how we used to do things until the StepChange becomes all that everyone can remember. The move from MYOB disk to XERO cloud. The move from standing in the queue in your lunch hour to paying your bills whenever you want online. The move from commuting into the office every day for an hour each way to having the right to work from home. Technology moved all these models forward in a way that nobody could predict. And so it is with how jobs will be found and filled in the future. And it'll be here before we know it. Paying a % of someone's salary to find the right fit. Paying to get the job filled and then still doing a lot of the legwork yourself, not knowing whether you are paying too much or too little for the position you have. Trawling through endless job posts, never hearing back from applications made, kept in the dark about what the rate for the role really is. We'll look back on these models and wonder how they were ever the norm. Can't wait.