Danny Cueto’s Post

I realize many lawyers see post Labor Day to New Years as a time to "wait it out" or "ride out this year", "reassess after bonus" but this quarter, there are plenty of opportunities staring you in the face! Plenty of firms that will make you whole not just financially but spiritually, emotionally (I don't actually expect a job to do that all for you, but I DO know the wrong job can crush you on those fronts). You live once, don't spend another six months somewhere you know you don't want to be! There are so many places that will give you what you're looking for, or are just maybe a better fit for your skills or personality. Sure, you can kick the old can down the road to January, and I'll be happy to help then, but just know there's little upside in that (beyond maybe a few dollars in the short term). Sidenote, January is when are flooded with candidates, so from a supply/demand perspective, the timing of a fall/winter move really works to your advantage. We have a ton of both partner and associate openings in many markets across the US, so feel free to message me if you're sitting at your desk feeling like it's going to be hard to make it to January. I know that feeling too well! [email protected] #legalrecruiting #hiring #amlaw #biglawjobs #jobs #jobsearch #lawyer

Last January I connected with a candidate who wasn't actively looking to leave her current firm. In fact, she was very happy where she was but just wanted to stay aware of what opportunities were available in the market at her level. Given she was very senior, she recognized the opportunities didn't come up as often as other roles. In February, her position was eliminated. I was the first person she called. I took her to lunch to meet her and get a really good understanding of what she would be looking for in her next role. We actively kept in touch but nothing came up at her level for quite some time that fit her needs and checklist for what she wanted in her next position. 5 months later, our client called us about a director level position that checked every single one of her boxes. I called her immediately. One month later, she started in her dream job with a lot more money than she was making in her previous role. Don't underestimate the power of building relationships with recruiters proactively, because you never know where you will end up 6 months from now. #recruitment #taxrecruitment #legalrecruitment #taxaccounting #nycjobs #nycrecruiter #networking #relationships #tax

Not seeing a job advert that matches your career aspirations? The insolvency and accountancy practice job markets are as busy as they have ever been. Just because you can’t see a job description that ticks all your career aspirational boxes doesn’t mean that opportunity is not out there. Read our post about hidden job opportunities - https://zcu.io/nN2v #insolvencyjobs #auditjobs #taxjobs #levitatejobs

Relationship development is paramount in recruitment, especially when you play in a space as tough as accounting. For example: . . . . . . Last summer, I had a young, highly competent and experienced (lots of exposure packed into his 4 years in public accounting) Tax Senior who interviewed with one of our clients and received an offer, which he declined to accept an offer with a BIG 4 firm. Over the course of the month or so that he was interviewing, this candidate and I built a great rapport. When he accepted the other offer, I congratulated him, and left him with a light hearted “let me know when you get sick of those hours 😉”. A short 9 months and 1 tax season later, I received the following message from him: “Hey Leah, I’m sick of the big 4 life. I’m interested in looking into new opportunities”. This time around, he accepted the offer from our client (same firm as the first time around). He’s just settling into his new role, but is very happy thus far! Im thrilled for him, and for my client who has worked extremely hard to develop a strong culture - the kind people come back to when they realize the grass on the other side of the fence leaves much to be desired. When you put people over $’s, everyone wins! #recruitment #publicaccounting

In the past few weeks, the Information Commissioner's Office advertised for an Interim Chief Executive, confident in the imminent passage of the DPDI Bill. *record scratch* The Bill had many unpopular effects and many people didn't like the influence the Secretary of State would have had on the new Information Commission. But from inside Wilmslow (where most staff are based) and London (where the Commissioner and most of his retinue work), they were probably excited / apprehensive. There would be big changes to management with a Chair and presumably more active Chief Executive. The Commissioner would get new powers to reject complaints. The increases in PECR fines might have looked significant if you weren’t paying attention (if the Commissioner looked at turnover, the penalties might go down) but it was an eye catching headline. The Commissioner embraced, even championed these changes, and now they’re gone. The link below led to the advert for the interim CEO role, now marked ‘inactive’. Yesterday, I found my annotated copy of the DPDI and the big notebook of observations I made about the bill. I put them in a folder and put them in a pile. For me, that’s the end. But what does this mean for the ICO? If these changes were necessary, if the Commissioner needed a shakeup, that hasn’t changed. Personally, I think it did; I don’t think the current model works for an organisation with 1000+ employees and multiple responsibilities. I think most people’s attitude to DPDI is ‘good riddance’, and that’s fair enough. But reform of the ICO is unfinished business. Maybe that’ll fall by the wayside too, but if not, there needs to be widespread consultation about what it looks like. Of course, it’ll be the next government that does / drops that and whether it’s a reinvigorated Tory Party or an excited Labour administration (or even a coalition which are *great*), nobody knows if they care. So while I consign my DPDI slides to the yawning maw of my ‘Dead Items’ folder, what’s next for the Commissioner? https://lnkd.in/eEdfBq7c

"This was the best decision I have made in my 15 year career history with Finance and Corporate Accounting. Her professionalism, promptness, and attention to detail were evident throughout the recruitment process, and I felt valued as a candidate. She went above and beyond to understand my skills, experience, and preferences, and matched me with a job opportunity that aligned perfectly with my career goals." [Review from Lacey S.] Click here to learn more about Lauren: https://rb.gy/81hnn #WorkWithPEG #GreatRecruiters #GreatReviews #NowHiring

When supporting candidates with the next step in their career, having spent a long period of time with their previous firm, it is paramount that they are provided with a detailed insight into firms they are interviewing with, providing them with assurances that the respective businesses are the right fit. Supporting candidates through regular, honest and clear communication helps to ensure the process is as constructive, seamless and stress-free as possible, as our most recent testimonial highlights. If you are considering what your next career move may look like and have been with your firm for a significant number of years, we can support you in mapping out the market to understand what types of opportunities are available. #tax #accountancyjobs #accountancy

Should You Test Drive a New Job Like Picking the Perfect Paint Color? Ever felt indecisive when choosing paint for a DIY project? All those pink pots look the same on the shelf, right? Someone recently asked me, "Aren't all management companies the same, Ellen?" At the surface level, maybe. But, just like with paint, a closer look reveals differences... Before deciding on a color for my bedroom, I ordered test samples. Against a white wall, those pinks looked very different from how they appeared on the shelf. That’s the magic of due diligence! 📌 Should You Do the Same with a New Job? Imagine being able to "try out" a new job before fully committing. Wait. Isn't that what a probation period is for? Yes, absolutely! But, how would your CV look if you "test-drove" a role every six months? Nice idea, but not practical in the real world. ➡️ What’s the alternative? I'll share my perspective in the comments, but I’m curious to hear your thoughts. #probationperiod #managementconsulting #audit #duediligence #financialduediligence #fdd #transactionservices #steuerberater #steuerberaterin #mergersandacquisitions #germany

🌟 Embracing Diverse Backgrounds: A Key to Innovative Hiring 🌟 In the dynamic world of Finance & Accounting, particularly within law firms, there's still a strong tendency to hire talent from other law firms or similar environments. While this approach offers advantages, such as reduced time spent training someone, it's essential to recognise the potential drawbacks. 🔍 Why Broaden Your Candidate Search? Talent Shortage in a Candidate-Led Market: Especially within niche industry sectors, the market is often candidate-led, with a limited pool of specialised talent. Broadening your hiring criteria can alleviate the challenges of talent shortage, ensuring you don’t miss out on exceptional candidates who can bring unique value to your firm. Transferable Skills: Candidates from diverse backgrounds often bring a wealth of transferable skills. Whether it’s analytical prowess, problem-solving abilities, or technological expertise, these skills can be incredibly valuable and adaptable to your team’s needs. Competitive Salaries: In many cases, salaries in other industry sectors are lower compared to legal. This means you might find highly experienced candidates with lower salary expectations, providing a cost-effective way to bring in top talent with significant expertise. Fresh Perspectives: A fresh pair of eyes can lead to innovative solutions. Hiring individuals from different industry sectors can introduce new processes and ideas, fostering a culture of continuous improvement and creativity. 💡 Take the Leap! Next time you’re hiring, consider broadening your scope beyond the usual confines. You might discover talent that not only fits the role but also brings unexpected benefits to your firm. #Hiring #Diversity #Finance #LawFirms #Innovation #TalentAcquisition

Embrace Opportunity: The New Financial Year Boosts the Legal Job Market! After a long Easter Weekend, we step into a fresh financial year! The new financial year always brings a surge to the labour market on both Employer and Employee sides. Here are brief reasons why: For the Employer: With the start of a new fiscal year, law firms review their budgets and allocate resources strategically. With teams having refreshed recruitment budgets, this can mean new openings, expansions, and investments in talent. For the Employee: The new financial year often brings with it a host of promotions as we pass appraisal season. People often consider moving jobs when they see others being promoted, as it prompts reflection on their own career trajectory and desire for advancement. Feeling undervalued or recognizing a mismatch in opportunities may drive individuals to seek new roles where their skills are recognized and there's room for growth. In essence, the new financial year injects vitality into the job market with an expected upturn in both roles available and candidates looking for a change. As we all well know, the job market is cyclical in nature. Whether you're a Senior Associate or Partner looking to explore new horizons, or a Trainee solicitor looking for NQ roles, it’s worth exploring opportunities that the new financial year brings. ‘Leaving it until summer’, could be a regrettable outlook. #NewFinancialYear #JobMarket