Asking The “Reservation Question” in Interviews

An interview process is a two-way street. Not only is the interviewer evaluating the candidate, but the candidate is also assessing the company and the role. While many candidates are prepared with a list of questions to ask at the end of an interview, there’s one question that every candidate should ask the interviewer: “Do you have any reservations about my suitability for this opportunity?

Let’s explore why this question is turning heads and how candidates can wield it effectively.

Why The “Reservation Question” is Significant 

  • Demonstrates Confidence: By directly addressing potential doubts or gaps in one’s profile, candidates show a level of self-assuredness. They’re not shying away from their weaknesses but are instead keen to address them head-on.
  • Puts the Interviewer in a Reflective Position: This question requires the interviewer to critically evaluate the interview while it’s still fresh, allowing candidates to gauge the interviewer’s initial reactions.
  • Offers Instant Feedback: Instead of waiting anxiously for feedback after the interview, candidates get a real-time insight into how the interview went, and where they might stand.
  • Opportunity for Immediate Clarification: If there’s a particular aspect the interviewer is uncertain about, the candidate gets the chance to clarify or provide additional details then and there.

Benefits for the Candidate

  • Addressing Misunderstandings: Perhaps the interviewer misunderstood a particular point or missed a detail on the candidate’s resume. This question gives candidates a platform to rectify that.
  • Highlighting Adaptability: Even if there’s a genuine skill gap, candidates can explain their learning agility, past experiences where they’ve quickly acquired new skills, or their strategy to bridge the gap swiftly.
  • Reaffirming Interest: By asking this question, candidates signal their strong interest in the role. They’re eager to understand the company’s concerns so they can address them — showing commitment and enthusiasm.

How Interviewers Might Perceive It

While many interviewers appreciate the frankness and confidence this question reflects, others might be caught off-guard. Some could view it as too forward or presumptive. However, the majority would value the candidate’s proactive approach and interest in personal growth.

Tips for Candidates

  • Be Genuinely Open to Feedback: Don’t ask this question if you are not prepared to hear constructive criticism. Embrace feedback with an open mind.
  • Be Prepared to Address Concerns: Think about potential reservations in advance and be ready with concise, effective responses.
  • Maintain a Positive Demeanour: If the interviewer does express reservations, respond gracefully. This is not a challenge but an opportunity to clarify or learn.


The “reservation question” is more than just a query. It’s a strategic move, designed to provide candidates with insight, offer clarification, and demonstrate confidence. For those bold enough to ask it, the rewards — in terms of feedback, opportunities to clarify, and impressions made — can be substantial. As the job market becomes increasingly competitive, standing out positively in the mind of an interviewer can make all the difference, and this question might be the key.

My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.


The Power of Internal Networking in Accountancy and Insolvency Practices

In the professional realm, the term ‘networking’ often conjures up images of industry events, B2B groups, or coffee meetings with potential clients or contacts outside one’s organisation.

However, a frequently overlooked, yet invaluable, networking terrain exists right under our noses: our very own workplace. For those in accountancy practices and insolvency specialists, internal networking is particularly crucial. Why? Let’s delve into the importance and benefits of connecting within the firm.

Why Internal Networking?

  • A rounded understanding of the Firm: Interacting with colleagues from different teams or departments provides a comprehensive view of the organisation’s operations. This perspective helps professionals better understand their role within the larger context and equips them to offer more integrated solutions to clients.
  • Mentorship Opportunities: Establishing relationships with seasoned professionals or higher-ups can provide mentorship opportunities, guiding younger professionals through the complexities of the industry.
  • Boosting Team Synergy: When you know your colleagues beyond their job titles, collaboration becomes smoother. It’s easier to approach someone you’ve had a conversation with for insights or assistance.
  • Unlocking Hidden Opportunities: Many opportunities or projects within firms aren’t advertised on official channels. They’re often filled through word of mouth. Networking internally can ensure you’re in the loop for these chances.
  • Personal Development: Engaging with a diverse group of professionals within the firm can expose you to different working styles, strategies, and perspectives. This variety is a rich resource for personal growth and skill enhancement.
  • Job Security and Progression: Building robust internal relationships can be a safeguard during tough times. When you’re known (and valued) by many, it’s less likely you’ll be the first on the chopping block. Moreover, if there are openings in senior roles or different departments, your internal connections can be your advocates.

Benefits of Networking Across Hierarchies

  • Peers: Networking with contemporaries offers peer support. They understand your challenges best, can provide real-time advice, and together, you can brainstorm innovative solutions.
  • Higher-ups: Forming relationships with senior professionals and decision-makers can be particularly beneficial. They can provide insights into the industry’s future trajectory, offer guidance based on their experiences, and may even consider you for high-profile projects or teams they’re leading.

Tips for Effective Internal Networking

  • Attend Company Events: Whether it’s a training session, team-building activity, or an informal get-together, ensure you’re present. These are excellent opportunities to interact and connect.
  • Volunteer for Cross-functional Teams: If there’s a cross-departmental project or committee, volunteer. It’s an excellent way to meet professionals from other areas of the firm.
  • Lunch and Coffee Breaks: Instead of heading out alone or always sitting with the same group, invite a colleague from another department or a senior you respect.
  • Be Genuine: Internal networking shouldn’t be approached with a transactional mindset. Seek genuine connections, be curious, and aim to learn.
  • Stay Updated: Keep yourself informed about the firm’s developments, industry news, and any training or courses that might benefit your role. Being knowledgeable makes you a valuable conversationalist.


Internal networking is a goldmine of opportunities, especially within accountancy practices and insolvency firms. It not only facilitates better working relationships and team dynamics but also paves the way for professional growth and advancement. As you navigate your career in this specialized industry, remember: sometimes, the most influential connections are just a desk or a floor away. Don’t miss out on them.

My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.


Conquering the Fear of Change: Embracing New Job Opportunities

Change is an inherent part of life. From the changing of seasons to the phases of life, everything around us is in a constant state of flux. Yet, we often find ourselves resistant to change, especially when it comes to major life decisions like switching jobs. The very idea of leaving the familiar behind can ignite feelings of anxiety, uncertainty, and doubt.

Why is change, particularly job change, so daunting? Let’s understand why we feel these fears and identify ways to overcome them.


Understanding the Fear of Change

  • Loss of Comfort: The adage, “better the devil you know” sums up this fear. We grow accustomed to our routines, colleagues, tasks, and even the route we take to work. This familiarity breeds comfort.
  • Fear of Failure: “What if it doesn’t work our?” This nagging doubt can prevent many from seeking new opportunities, fearing they might fail in a different role or company.
  • Uncertainty of the Unknown: Stepping into a new environment, with unfamiliar faces and tasks, can be intimidating. We don’t know what to expect, and that unpredictability can be scary.
  • Perceived Lack of Preparedness: The belief that we’re not adequately equipped for a new role can also deter us from exploring new avenues.


Exploring New Opportunities Doesn’t Mean Committing

It’s vital to remember that exploring doesn’t equate to committing. Job hunting and interviewing offer you a chance to gauge the market, understand your worth, and assess potential growth areas. Here are some reasons why looking at your options are beneficial:

  • Assessing the Market: By diving into the job market, you get a clearer picture of the demand for your skillset, potential salary increases, and other perks you may be missing out on.
  • Building Confidence: Going for interviews and interacting with potential employers can boost your self-esteem. It’s affirming to realize that other companies value your experience and expertise.
  • Gaining Perspective: Exploring opportunities can provide you clarity about what you want from your career – be it growth, work-life balance, a better work culture, or increased remuneration.
  • No Strings Attached: The crucial point to remember is that even if you’re made an offer, there’s no obligation to accept it. Offers are opportunities, not shackles. If none of the new offers feels like the right fit or offers significant advantages over your current role, you can decline and stay where you are until you feel a better opportunity arises..


Tackling the Fear Head-On

  • Information is Power: Before making any decision, arm yourself with knowledge. Research companies, roles, and even reach out to current or past employees for genuine feedback.
  • Visualise Success: Instead of getting bogged down by fear, picture yourself succeeding in the new role. Visualisation can be a potent tool to combat negativity.
  • Acknowledge the Fear: Accept that feeling scared is natural. Instead of suppressing the fear, confront it. Ask yourself, “What’s the worst that could happen?” Often, you’ll realise that the worst-case scenario isn’t as bad as you imagined.
  • Stay Grounded: Remember, you always have a choice. Just because you’ve explored other opportunities doesn’t mean you’re obligated to leave your current job.



Change, while intimidating, can be the gateway to growth. Embracing change, especially in our professional lives, can lead to uncharted territories of success. Remember, the act of exploring new job opportunities is merely an exercise in understanding your worth in the market and realising your potential. It’s a journey of self-awareness and growth, not a binding commitment. So, the next time you find yourself contemplating a job switch, approach it with curiosity and openness, leaving the crippling fear behind.


My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

Winning the Video Interview Game: Key Insights for Employers and Candidates

In the wake of the pandemic, the traditional job hiring landscape underwent a major shift. The time-honoured practice of in-person interviews was increasingly replaced by video interviews, a trend that continues to shape recruitment processes. While face-to-face interviews are making a comeback, the role of video interviews in accelerating the recruitment process cannot be understated, particularly in the context of international hiring.

This blog delves into the benefits and challenges of video interviews for employers and job seekers, offering practical tips to ace this new normal in recruitment.

Advantages and Pitfalls for Employers


  • Cost-Effectiveness: Video interviews eliminate travel, slashing significant recruitment expenditure.
  • Scheduling Flexibility: The absence of travel eases interview timing coordination.
  • Time Conservation: With commute out of the equation, the focus can be solely on the interview.
  • Access to Global Talent: The virtual format enables tapping into international talent, raising the bar for recruitment.


  • Technical Hitches: Connectivity issues and poor audio-video quality could potentially disrupt the interview.
  • Missed Non-verbal Cues: The nuances of body language and facial expressions, crucial to interviews, can be hard to read.
  • Potential Distractions: Candidates may find themselves in environments not conducive to focused conversation.
  • Lack of Personal Connection: The virtual format can create barriers to establishing rapport with the candidate.

Pros and Cons for Candidates


  • Comfort and Convenience: The familiarity of home reduces stress and enhances comfort during interviews.
  • Broadened Access: Virtual interviews unlock job opportunities beyond geographical constraints.
  • Streamlined Preparation: With resources at their fingertips during the interview, candidates can better equip themselves.
  • Improved Communication: Viewing the interviewer’s reactions in real-time can help candidates tailor their responses.


  • Technical Difficulties: Internet issues can cause interruptions, leading to stress and performance impacts.
  • Impersonal Experience: Building a connection with the interviewer can be more challenging in a virtual setting.
  • Potential Distractions: Domestic settings might pose unexpected interruptions.
  • Increased Anxiety: The unfamiliar format may exacerbate nerves for some candidates.

Tips for Excelling in Video Interviews

Preparation is key. Double-check your technology, dress professionally, pick a quiet, distraction-free spot for your interview, and rehearse answers to common questions. Keep the interaction natural, not robotic.

Maintain eye contact, articulate clearly, use natural body language, and actively listen to the interviewer before responding. Use reliable video conferencing platforms like Zoom or Skype, and always have a backup plan in case of technical disruptions. Appropriate lighting and a neutral background keep the focus on you.

Be ready to go at least five minutes early. Even though it is a virtual meeting, remember to dress appropriately. Conclude the interaction by thanking the interviewer for their time.

In conclusion, the advent of video interviews, though catalysed by the pandemic, is a trend that has reshaped the job market. As we navigate this change, recognising its unique challenges and leveraging the advantages, we can turn potential roadblocks into opportunities for growth and connection.

My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.


Levitate Recruitment Fantasy Football League – 2023/2024


The new football season is almost upon us and the Fantasy League is now open up for business. Last season we had over 400 people join our league, can we better that this year?

For those of you who haven’t played Fantasy League before, it’s really easy. Players get points for clean sheets, goals and assists. It’s all done online and managed by the Premier League themselves so there’s no paperwork to worry about. All you do is pick your best team of 15 players (including subs) and spend less than £100m. If you’ve already got a team you just join our league and use the same team. You can make transfers and even play wildcards when you realise that your team needs a complete overhaul. Full instructions are below

We’ll email a monthly review of the movers and shakers in the league along with those of you in the league who have just had a great point-scoring week.


Levitate Recruitment will provide the prizes as follows:

1st at end of season wins £500 cash

– 2nd at end of season wins £200 cash.

– 3rd at end of season wins £100 cash.

Additional Prizes

– Whoever is top of the league at Christmas wins £100 cash.

– £100 to the winner of our league cup.

– There will be a monthly prize for the Manager of the Month.


 – BONUS PRIZE DRAW – all entries by the closing date will be entered into a prize draw to win a 23/24 season football shirt of their choice.

The places are determined by the Premier League Fantasy Football website, and their final decision is final. If points are level at the end of the season, then the prizes will be fairly split in a way determined by Levitate Recruitment. To claim your prize, you must actually be employed in an Accountancy Practice, Insolvency Specialist, Corporate Finance Boutique or Tax Practice on the final day of the season (and be able to prove it). Prizes must be claimed with proof of employment within 14 days of the final game of the season (by emailing and will be paid out shortly afterwards after verification checks have been concluded.


  • This league is only open to those that work in an Accountancy Practice, Insolvency Specialist, Corporate Finance Boutique, Forensic Specialist or Tax Practice.
  • Only one team per person. Any second team added will be removed from the league.
  • Only those who have registered to the league and completed the form below will be eligible for a prize.
  • *Anyone who does not meet the criteria set out will have their team removed from the league.

Deadline to register for the start of the season is Friday 11th August 2023 by 12pm.

What are you waiting for? Get registered and get selecting.


To be part of our biggest fantasy football league ever, you must register with us with the below form and we will then send you a link with the code to join our league.

Register your details here:



Once you have registered, you will be sent the code to the league via email.

Levitate Recruitment has no access to your login data on the site and therefore your personal details are entirely confidential.

!!! Anyone who is in the league but has not registered will not be eligible for any prizes and will be removed from the league on 31st August 2023 !!!


Networking and Beyond: The Impact of Professional Societies on Your Career

Networking and Beyond: The Impact of Professional Societies on Your Career

When embarking on your career, it’s not just about the skills you have or the knowledge you’ve acquired. It’s also about the relationships you forge, the connections you nurture, and the additional learning you undertake to stay on top of industry trends. This is where professional societies come in.


The Wonders of Professional Societies

Whether you’re in insolvency & restructuring or accountancy practice (audit, tax, accounts etc) professional societies relevant to your field can be game-changers. Let’s take for instance, the R3 and TMA societies within the insolvency sector, or the regional ICAEW student bodies in accountancy practice, such as MCCAS in Manchester, LCASA in Liverpool, or CASSL in London. These bodies provide a wealth of resources, from professional information events and technical teachings to social gatherings. All these designed to keep you in the loop of the latest industry trends.


The Professional Society Search

 Before diving into the benefits, it’s crucial to understand how to find these societies. If you’re new to the industry or just starting to broaden your professional network, you may not know where to start. The first step is to do some research. Look for professional societies relevant to your field of interest. This can be done via a simple online search or by asking your mentors, colleagues, or even the HR department of your company.

It’s also a good idea to ask your seniors or directors about their memberships. They may recommend societies that they found beneficial in their career progression. Their experiences and insights can guide you in making the right choices and save you from a trial-and-error approach.


The Benefits of Joining Professional Societies

Expanding Your Professional Network

One of the primary benefits of joining professional societies is the opportunity to broaden your professional network. It’s a chance to meet individuals from different firms, giving you an insight into their work culture and benefits.

Cultivating Lifelong Professional Relationships

The friendships and professional relationships you foster at society events often last throughout your career. As you progress, so will your peers, leading to a network of industry professionals who’ve grown alongside you.

Connecting with Cross-Industry Professionals

Professional societies often attract a diverse range of professionals. For instance, insolvency societies bring together insolvency practitioners, solicitors, lenders, and others involved in the insolvency industry. These cross-industry connections can be invaluable for career growth and knowledge sharing.

Opportunities for Continued Learning

Professional societies are a fantastic resource for continued learning. They offer various events, workshops, and seminars to keep members abreast of industry trends and best practices. This constant learning and professional development can enhance your competency and versatility in your field.

Showcasing Your Expertise

Being part of a professional society provides a platform to showcase your skills, knowledge, and contributions to your industry. You may have opportunities to present at events, contribute articles, or even take up leadership roles in the society.

Building Your Personal Brand

Active involvement in professional societies contributes significantly to your personal brand. It signals that you’re not just a participant in your field, but a committed, proactive professional, always striving to learn and grow. This can greatly enhance your credibility in the eyes of potential employers or clients.

In conclusion, joining a professional society or attending their events might seem like an additional commitment, but its benefits can significantly outweigh the effort.


The contacts made early on can bear fruit later when you’re looking to generate new work opportunities. Joining a professional society is a straightforward investment in your future. You’ll gain practical knowledge, develop a valuable network, and build a personal brand that truly shines.


So, as you embark on your professional journey, don’t hesitate to explore these societies and attend their events. It might just be the best career decision you’ll make.


My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

How Your Social Media Past Can Influence Your Career Future

In the digital age, your online persona can have a significant impact on your professional life. Just as you wouldn’t walk into a job interview without brushing your hair or wearing suitable clothes, you shouldn’t neglect your social media presence. From Facebook and Twitter to Instagram and beyond, your online activity leaves a digital footprint that potential employers often explore.

The Lasting Impact of Social Media History

Remember that tweet you posted when you were 15? You might not, but it’s likely still out there, and it could be influencing potential employers’ perceptions of you. As an Insolvency and Accountancy Practice recruiter, I’ve seen first-hand how employers often conduct social media background checks on candidates. Sadly, I’ve experienced situations where at least two candidates (that I know of) were not taken forward to interview due to the results of these checks, highlighting the influence your social media history can have on your career.

Your Past Posts May Not Reflect Your Current Self

People evolve, and what you posted years ago may not reflect who you are today. However, potential employers might not see it that way. High-profile figures, including sports stars and celebrities, have faced public backlash after old tweets resurfaced, illustrating the long-term effects of careless social media use.

I confess I’ve even had moments of cringing when I’ve looked back at my own social media posts from 18 years ago. It’s a stark reminder that our online history can stick around much longer than we’d like.

How to Conduct a Social Media Review

To protect your professional reputation, it’s crucial to conduct regular social media reviews. Here’s how:

Scroll back through your posts: This might be time-consuming, but it’s worth it. Look for any content that could be perceived as offensive, insensitive, or unprofessional.

Consider the context: Remember, the context of your posts might have changed over time. Something you posted years ago might now be considered inappropriate.

Delete or archive old posts: If you come across any concerning content, consider deleting or archiving it. Remember, just because it’s in the past doesn’t mean it won’t affect your future.

Adjust your privacy settings: Ensure that your personal posts are only visible to your friends or trusted connections. Be aware that public posts are accessible to anyone, including potential employers.

Think before you post: As a rule of thumb, if you wouldn’t say it in a job interview, it’s best not to post it online.

In conclusion, your social media history can significantly impact your career. So, just as you would review your CV before a job application, consider reviewing your online presence. After all, you want to put your best digital foot forward.

My views are based on my 15 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.


Don’t judge a book by its cover – are you letting a Job Title hold back your career?

In the insolvency and restructuring market, professionals often place a significant emphasis on their job titles. As a recruiter specializing in this sector for over 15 years, I’ve observed how focusing on job titles can create unnecessary barriers to exploring new opportunities or taking on roles that offer substantial professional growth. In this article, we will discuss the importance of looking beyond job titles to achieve career success specifically in the insolvency and restructuring field.

Simple Job Title Hierarchy

A basic job title hierarchy in the insolvency and restructuring market might look like this:

  • Junior/Trainee Administrator
  • Administrator
  • Senior Administrator
  • Assistant Manager
  • Manager
  • Senior Manager
  • Director
  • Partner

While this hierarchy provides a general framework, keep in mind that job titles can vary greatly between companies within the insolvency and restructuring sector, making them difficult to compare.

The Inconsistency of Titles Across the Insolvency and Restructuring Sector

As mentioned earlier, job titles can be inconsistent across different companies. For example, consider the case of assistant manager candidates. In some practices, their role and responsibilities would align more with a senior insolvency administrator, while in others, their duties would be typical of a manager. This inconsistency can lead to confusion and missed opportunities if you’re only looking at the job title when considering new roles.

The Impact of Inflated Titles on Career Progression

Some firms in the insolvency and restructuring market assign inflated titles to their staff, which can be a double-edged sword. For instance, a company may give the title of “assistant manager” to employees whose responsibilities are more in line with a senior insolvency administrator. While this may help retain staff because they might find it difficult to move on and find another role at the same level, it can also create a mental barrier for these individuals, who may be reluctant to take a perceived step down in title, even if the new role offers better opportunities for growth.

At more senior levels, we see a similar situation with titles like senior manager and associate director. I recently assisted several professionals in moving from a manager position at one firm to an associate director role at another. Although their new title and responsibilities were more in line with a traditional senior manager.

Inflated titles can have a detrimental impact on future career development. Potential employers might perceive a candidate as overqualified for roles that could be a perfect fit, simply because their title suggests they have more experience than they actually do.

Focus on What Truly Matters

Instead of solely concentrating on the job title, consider the following factors when evaluating a new career opportunity in the insolvency and restructuring market:

Responsibilities: What are the key tasks and duties associated with the role? Will you be challenged and gain new skills and experiences relevant to the insolvency and restructuring field?

Growth Opportunities: Does the position offer the potential for professional development, either within the company or by building a strong foundation for future roles in the insolvency and restructuring sector?

Company Culture: Is the company’s work environment and values aligned with your own? A positive and supportive culture can make a significant difference in your job satisfaction and overall success.

Salary and Benefits: While not the sole focus, it’s essential to ensure the compensation package is fair and meets your financial needs.

Work-Life Balance: Does the role allow for a healthy balance between work and personal life? This aspect is crucial for long-term happiness and well-being.

Go Beyond the Title

When planning your career progression in the insolvency and restructuring market, don’t let job titles limit you. Focus on the responsibilities and opportunities for growth that each role presents. I’ve seen people achieve their desired title and then stagnate because they stopped pushing themselves to keep developing. Regardless of your title, always assess whether your daily tasks contribute to your professional development in the insolvency and restructuring sector.

Stay Flexible and Adaptive

In today’s rapidly changing job market, adaptability is a valuable asset, especially in the insolvency and restructuring field. Being open to new roles, industries, or even locations can help you uncover hidden opportunities and expand your career horizons. Flexibility also allows you to respond more effectively to the evolving demands of the insolvency and restructuring market, keeping your skills and knowledge relevant and up to date.

Embrace a Holistic Approach to Career Growth

Ultimately, achieving success in the insolvency and restructuring market requires a holistic approach to career growth. Look beyond job titles and focus on the skills, experiences, and opportunities that truly matter for your professional development. By doing so, you will unlock your full potential and pave the way for a more fulfilling and rewarding career in this dynamic and evolving field.


My opinion on Job Titles is based on my 15 years+ of recruiting Insolvency/restructuring professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

Live the Dream in 2023/2024- Relocate to the Caribbean

Location:   Caribbean & Bermuda

Salary:       £50,000 – £75,000 Low Tax – + benefits package + relocation package + excellent social events

Islands:     Cayman Islands, British Virgin Islands, Bahamas, Turks & Caicos & Bermuda

Due to internal promotions and the completion of secondment contracts, Big 4 and Top 10 firms across the Caribbean are seeking high calibre, Audit Seniors.  As the roles are in high demand places are secured early in the year; companies are currently conducting telephone interviews with qualified and soon-to-be qualified accountants. Opportunities in these locations offer individuals the chance to enhance their career and life experiences.

You will join as an audit senior and work under the guidance of experienced managers. You will be involved in all aspects of the engagement from planning, fieldwork and completion. For those making the transition from conventional Audit to Financial Services, comprehensive training is provided.

Key aspects of these roles; 

  • Very Low or Tax-Free salaries.
  • Client sectors will include;
    • Banks
    • Mutual Funds
    • Hedge Funds
    • Insurance
    • Reinsurance
    • Structured Investment Vehicles
  • Client’s revenues range anywhere from $100 million up to $5 billion.
  • Working in teams ranging from 3 to 20 people.
  • Upon completion of your training, you will take on responsibility for a team of 4.
  • After your first 12 months, you will be assigned a new starter to take under your wing to mentor and ease into work and island life.
  • There are opportunities for secondments, including;
  • Secondments to New York
  • Secondments to Banks, Insurance Companies and Hedge Fund Management companies.
  • Contracts are typically 18 months/2 years however Managers are always required so those wishing to stay longer are more than welcome.
  • A number of firms promote a more casual ‘office based’ dress code than you would typically find elsewhere.

The annual intake of qualified professionals across the islands brings together a diverse range of cultures from around the world. The islands also boast an extremely buoyant tourist industry which adds further diversity and vibrancy to the islands. The tourism industry attracts considerable government investment in the islands’ infrastructure making the quality of life there extremely high.

Due to the nature of the clients in the Caribbean and Bermuda, these roles provide the benefits of gaining first-hand and valuable insight into the financial services industry whilst having the support network of an International firm.

A career move to one of these destinations will provide you with an excellent work-life balance ensuring you have time to enjoy the warm climate and relaxed lifestyle.  They are proud of their beautiful white sandy beaches, lush rainforests and diverse marine life. There is something for everyone here; be it snorkelling, sunbathing, sipping cocktails in stunning locations or sampling the unique and mouth-watering cuisine. The firms all actively organise and promote internal and external social events to ensure that their staff integrate and settle well into island life.


  • ACA/ACCA/CPA/CA qualified or soon to be qualified.
  • Due to strict visa/work permit criteria, our clients can only consider applications from the UK, Ireland, USA, Australia, New Zealand, Canada and South Africa.
  • Top 20 accountancy firm background ideally required.

For further information, please contact Scott Lowes at the Levitate Recruitment offices.


Why to use a recruiter when looking for a new job

What are the benefits of using a recruitment consultant to assist you with your career search and how do you find a good one?

Comments I often hear from people I speak with for the first time include; ‘I’ve had a bad experience with recruitment consultants’ or ‘I’ve heard bad things about recruiters. This on occasion can lead to the conversation being cut short by the individual.

We’ve all had or heard of bad experiences when eating out, however, the bad taste it leaves doesn’t stop us from using a restaurant again, we may however decide not to consider that particular establishment! As in life; there is always good and bad, so don’t let the bad stop you from being open to benefiting from working with a recruiter that is very good at what they do and one that can assist you in achieving your aspirations.

How do you know what you could be potentially missing out on until you listen?

Recruitment strategy is very different across each industry sector so it is important to try and gain a good understanding of market drivers. The Insolvency and Accountancy practice markets are typically candidate led markets rather than job led. This means that potential opportunities are focussed more on an individual’s experience and if they can add value rather than a specific recruitment need or advertised opportunity. Over the last 12 months, more than 70% of the people we assisted at Levitate Recruitment have found new job opportunities with companies that didn’t have a specific job advert posted.

As a specialist Insolvency and Accountancy practice recruiter, I can only offer my views on the benefits of using a recruiter if you are looking for an opportunity in Insolvency and Accountancy Practice. If you are looking for a role in commerce and industry or another sector, some but not all may be applicable.

What are the benefits of using a Recruitment Consultant to assist you with your career search and how do you find a good one?

It’s free!

Using a recruitment consultant is free to the job seeker. Recruitment consultants are paid by companies to find suitable staff for their firm, so they are motivated to assist you in securing the right career opportunity.

A recruitment specialist in your industry

A recruitment consultant should know how the recruitment market works within your specialism. As a specialist, they will be able to talk to you about the career paths open to you based on your current experience. They will be able to listen to your aspirations and advise you on how viable they are now or in the future and inform you of the exposure/experience you need to develop to put yourself in the best position to achieve them in the future.

A specialist recruiter will have a wide range of case studies of other professionals that they have assisted and critical information directly from a hiring manager as to what they are looking for and the key skills you will need to demonstrate.

They will be able to advise you on firms that they think will be a good fit for you and will also be able to back it up with valid reasons.

CV Advice and Interview Preparation

CV Advice

It is often difficult to put down on paper what you do on a day to day basis and if it is your first time writing a professional CV, most are not sure where to start. If you do a quick google search, you will have hundreds of results telling you differing things.

Again, a specialist within your market will be able to advise you of the typical information that clients look for when they review a CV. Recruitment consultants review hundreds of CVs a week and a good recruitment consultant will know how to demonstrate your experience effectively. Your CV is your advert and it is critical that whoever reads it (be it a Partner or HR professional) is left in no doubt how strong of a prospect you are.

CVs are also used as an interview tool by clients and they will be referred to throughout the meeting. Ensuring that your CV is structured appropriately with the right information will assist this process.

Interview Preparation

Whether you are confident with interviews or not a Recruitment Consultant will be able to provide you with some specific guidance on your interview. They may not be able to tell you every single question that will be asked but they will be able to advise you on the type of people the firm/Partner typically looks for and the skills they would like for you to demonstrate. They should also have some idea of the types of questions the firm typically asks.

A common question I often get told is of concern is how to answer the weakness question, see my previous post The ‘Weakness’ Question.

A good recruiter should have the ability to assist you in interview preparation so that you are on your front foot always and in a position where it doesn’t matter what question is thrown your way, as you will be well prepared to deal with it.

They are your biggest fan!

Your CV can only say so much, your Recruitment Consultant is there to promote you to potential employers. They can tell the client why you would be a good fit for them, why it would be a good idea to meet you for a coffee and ultimately advise them on market conditions so that they learn to value each candidate they meet as a potential prospect that can add value to their firm. They should know what certain partners look for in potential hires and if that is you, they can unlock potential opportunities that are not being advertised.

A good recruiter will also be able to counteract and alleviate any potential concerns over what’s written in your CV. Have you had a few moves on your CV, have you only been in your role for 6 months but are already looking again? Rather than allowing the client to make assumptions and potentially rule you out, your consultant can advise the client why you are considering your options and broker the information in a more effective way.

They are your protector/buffer

Partners and HR Managers receive an unbelievable number of CVs each week and it takes time for them to sift through the rubbish to find the gems. A recruitment consultant can chase up on a CV and again highlight why they should be meeting you.

You’ve come out of an interview and thought you could have provided a different answer or given more information, your recruitment consultant has the chance to put this to the interviewer. If the interviewer has any reservations as to your suitability your recruiter can try to counteract these.

If you are in a time precious situation as you already have an offer on the table and you don’t want to miss out on the offer or other options to compare, your recruiter can apply a certain amount of pressure on the client to speed the process up so that you get to fully consider your options.

They have access to a wide range of job opportunities (both live and potential jobs) and the right point of contact

A recruiter in your industry will typically be on the preferred supplier list (PSL) of the large companies giving them access to the live opportunities they have. Being on the PSL will give the recruiter direct access to the relevant internal recruiter within the business and not just the standard ‘apply here’ email address meaning your application will be reviewed quickly by the relevant person.

Recruiters are often already aware of Live opportunities before they are even advertised and can therefore ensure you are at the front of the queue and hopefully meeting with hiring managers before other candidates are even aware of the role.

The true value is the access to opportunities that are not being advertised (the ‘hidden’ jobs).

Recruiters are always in dialogue with Partners and hiring managers about opportunities and future plans within their businesses. They are told of future job openings, they are informed of future growth plans and told of potential changes in the business (retirements, sackings and promotions) all of which create a potential opportunity in the business.

There may also be reasons that companies cannot actively advertise positions but know they will need someone soon, for this reason, they will approach a specialist recruiter knowing that they only speak with relevant professionals.

Are you aware of all the accountancy practices in your area?

There are more accountancy practices than just the Top 100 accountancy firms that are ranked. Your recruiter can keep you up to date on opportunities across various firms, be it Big 4, Top 10, Top 20 etc through to the strong regional practice and 3 partner firms. Each offers you a differing career path that you may not be aware of or potentially thought of.

Salary negotiation

This comes back to them being your buffer. The offer stage is the only part of the recruitment process where your and the employer’s goals are not directly aligned. Having someone in the middle to act and negotiate on your behalf negates the risk of you offending each other. Even though a recruiter’s fee can be directly linked to salary, a good recruiter will advise you on the overall opportunity rather than just trying to get you the highest possible salary offer. A good recruiter is more interested and focused on securing you the right role for your career rather than achieving a quick-win that results in a fee. They know if they do the right thing you will recommend friends and colleagues to them as they know they will get unbiased and honest advice.

When you are currently undervalued in your current role it can be difficult to justify why you may be looking for a £5k+ uplift in salary. Your recruitment consultant, again using examples/case studies walk the client through why you are worth your expectations.

Additionally, the best opportunity for you is not always the one that will pay you the most money today. A good recruiter can evaluate the opportunity across the short, medium and long term and give you advice on the role accordingly.

Your career search is effectively managed

When you are working from 9 to 5 (yeah right!) you have little time to explore the unlimited potential opportunities in your area effectively. Having someone to reach out to these companies for you, not only saves you time but ensures someone controls the timeline for you. If you have multiple interview requests then they can work with the clients and arrange times that are convenient for you. A recruiter can ensure that multiple interviews are aligned so that you are not in the situation of having an offer on the table whilst you wait 2 weeks for a 1st interview to take place.

They will ultimately look to put you in a position where you can make an informed decision and put you in a multiple offer scenario.

Trusted Career Advisor

It’s not just about when you are actively looking for a new role, it’s about understanding the type of ‘head turning’ opportunity you want to be kept informed of. There may not be the ideal role right now but if that role opens in 3, 6, 12 or even 18 months’ time, you would want to be made aware of it, wouldn’t you? A recruitment consultant should want to know about what is important to you in your career, they should want to know what your career aspirations are so when that role becomes available, they can assist you in achieving your aspirations.

Why would you not want to know about your dream role?

A very good recruiter will give you honest advice rather than just tell you what you want to hear.

How do you decide on the recruiter for you?

At the end of the day, you and the recruitment consultant should have the same focus and end goal of finding and securing the right career opportunity for your short, medium and longer-term career aspirations. How can you decide if the recruitment consultant is for though?

  • Do they know what you do, are they a specialist in your market?
  • How many years have they operated in your market? Surely a fresh grad with 6 months experience can’t expect you to believe they are an expert and specialist?
  • Have they asked enough questions to fully understand your career motives and what drives you?
  • What advice can they offer you on your CV?
  • Are they on the preferred supplier lists or have contacts in the practices you are interested in?
  • Do they have recommendations from other professionals in your profession?

As mentioned at the beginning, I stated that it is not uncommon for bad experiences or reviews in life to stop us from exploring possibilities. It definitely makes you think twice but hopefully, this article has helped you to understand why building a relationship with a specialist recruiter can give you an advantage over your peers and early access to potential opportunities.

Taking 5 minutes out of your day to explore what a recruiter can offer you is not going to cost you anything. Whether you move forward with them or not, you can only gain from the experience and perhaps learn of the perfect life-changing opportunity domestically or overseas. Even if now isn’t the right time, making them aware of what would be of interest and allowing them to be an extra set of eyes and ears in the market can only be a good thing.

My views are based on my 12 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.